In charge of regulatory compliance? Dear H. C. Foushee (a/k/a Bloodhound of the Law).... please see below for all the illegal activity you are supposed to be investigating/preventing...

Huerta is misleading the public because the illegal clauses allowing the fraud to continue have already been negotiated and the FAA
refuses to strike them from existing contracts, “The FAA has already negotiated things that the Federal sector labor law holds you may not negotiate and is considering to continue those illegal
clauses in to the next contract.”

High level FAA Source- FOX Business report

Millions of Taxpayer Dollars Intentionally and Illegally Channeled to Controller Union (NATCA) by
FAA Management to Buy Silence On Initiatives Including Termination of CTI Program.Safety compromised for
cash and benefits.

Union sells out field facilities to benefit a few “chosen” controllers. Many of the individuals
being investigated are not even doing the work assigned. Controllers being paid salaries exceeding 100k per year to do nothing airports and operational facilities suffer. FAA intentionally
ignores the law.

"...FAA’s Director of Labor relations notified the FAA’s 15 member executive steering
committee that the current contract with NATCA violates Federal law and any new contract must be brought into compliance. The Federal Service Labor Management Relations Statute allows
the FAA to immediately nullify any contractual clause with NATCA that violates the law….The documents obtained by FOX Business say the steering committee ignored Feder’s
recommendation….”

More breaking news regarding union payoff…. NATCA leadership Rinaldi and Gilbert work with Teixeira and Boone to Intentionally Cover-up Near Misses via the Controller Immunity Program (ATSAP). Falsify safety data that is released and given to Congress. Developing….

FROM TOP LEVEL FAA INSIDER:

Teixeira was intentionally ignoring and not responding to any FOIA
requests.

Teixeira would also not
release any ATSAP reports stating that they were not government documents therefore free from FOIA requests. At the same time he was attempting to get Part 193 protection for the documents
which can only be granted to government documents.

What did the executives and legal counsel do? They
gave the entire FOIA program over to Teixeira despite the conflicts of interest and the law suits. The agency further supported the part 193 coverage ignoring
the concerns and comments from the NPRM in the Federal Register thereby falsely giving ATSAP the same protection as air carrier ASAP
programs.

However, unlike any
other ASAP program, the ATSAP coverage includes any and all investigative material surrounding the investigations. This helps Teixeira protect his inaccurate numbers of the real picture of
safety, and its decline due to his failure in the training department. He was doing this as a payback to the Union.

NATCA sells out the public interest and refuses to voice concerns about unqualified air traffic
controller applicants in payback for funds and contract benefits that violate federal law.

To: Employees of the FAA Office of Labor and Employee Relations

From: Dave Feder

It is with sadness that I announce that I have resigned from my new position as Director, Labor and Employee Relations at FAA. I have
thoroughly enjoyed meeting and working with you during my 6 month tenure, and I appreciate your hard work and dedication.

To dispel any rumors about why I resigned, it is simply a matter of a wide difference of opinion with the FAA leadership over how to
conduct labor relations with NATCA. I advised, advocated and believe that the FAA must bring the new 2016 NATCA contract into full compliance with the Federal Service Labor-Management Relations
Statute, and that the FAA must at all times act consistent with the Statute. The FAA political and career leadership disagrees. The FAA is of the view that it is proper to knowingly
continue contract terms that are inconsistent with the Statute into future contracts, in order to appease NATCA and to avoid NATCA opposition to FAA initiatives. After 27 years of prosecuting
Federal agencies and unions for violating the Statute and after 13 years of advising Federal agencies on how to comply with the Statute, I was not going to be complicit in intentionally acting
inconsistent with that same Statute. Hence, I had no choice but to resign.

WASHINGTON, D.C. – Why should a prospective air traffic controller spend many thousands of dollars at
college pursuing a degree that leads to a job with the Federal Aviation Administration when they could simply respond to the FAA’s many current “help wanted” ads on MySpace, Craigslist or Facebook –
without needing that college degree – and land the same controller job?

…

“The FAA’s massive recruiting effort, despite its cheerful
talking points and rosy public statements, has angered students who were told to go through the CTI program to get hired at a cost of thousands of dollars,” National Air Traffic Controllers
Association President Patrick Forrey said. “Our fear is that those great schools will lose their students if they can get hired by simply applying online or at a local job fair. This is a serious
problem because CTI students come to the agency armed with the experience needed to comfortably fit into the incredibly demanding on-the-job training program at their first air traffic control
facility, greatly increasing their chances of successfully becoming a fully certified controller.”

…

However, Forrey added, the important thing is the well-being of the new hires and their ability to succeed,
develop a passion for the important work of air traffic control and feel good about their work environment and employer as they are handed the responsibility of being the next generation workforce.
All of those things are currently on the decline.

“This is another example of the FAA’s lack of both integrity and planning and its business-first attitude,”
Forrey concluded.

…

"The resignation of the FAA's Vice President of Safety and Technical Training is only the latest in a line of FAA employees who have left the agency under a
cloud of alleged cheating surrounding the tainted BQ test. Yet the FAA has remained disturbingly quiet on employee conduct, providing little detail on internal investigations. Only a congressional
hearing will force the FAA to answer publicly for their actions-it's time to bring FAA officials before the American people."

U.S. Representative Randy Hultgren (IL-14)

Hey Joe, Why wait until August 30? Feel free to leave right now.

This just shows that the party is over for you and a number of your arrogant colleagues at the FAA who believe they are judge, jury and executioner when it comes
to servicing the aviation community.

Your attitude, arrogance and superiority complex outshine anything positive you MAY have done in your career with the FAA, so good riddance. 37 years of
wasted taxpayer money to support another worthless government employee. Congratulations on getting away with it for as long as you did. The good news is, finally, YOU are not OUR
problem.

Teri Bristol directed by Huerta to control media leaks and revelation of scandal by FOX Television directs Randy Park to take action in an
attempt to stop scrutiny.

Word at high-levels is that DOT’s Rodney Foxx is very concerned about Congress looking into the corruption and actual reasons behind CTI
scandal. FAA has no answers in the event that Congress calls hearings.

FAA Lies To Congress
Again- FAA Intentionally Hides Their Own Study And
Forbids The Civil Aeronautical Medical Institute (CAMI) From Releasing Their Report.The Report Clearly States That Military Veterans and CTI Graduates Outperform Off-The -Street Applicants and That Vets and CTI
SHOULD Be Preferred Hiring Source Based On Performance and Certification Rates...more information coming soon...

More New FOX Business Investigation Updates:

National Air Traffic Controller's Association
(NATCA) Joins Congress In Demanding An Investigation:

FOX BUSINESS NETWORKexposes the connection between the National Black Coalition
of Federal Aviation Employees and the FAA’s Human Resources Office.

The FAA Intentionally assisted in helping applicants that were NBCFAE members cheat on the
psychological screening examination to become an air traffic controller putting public safety at risk.

Thanks to all the FAA employees with integrity and character (99%). Please
continue with the inside information and tips. Please submit documents and information to the confidential tipline. Your efforts have led to the exposure of the corruption. More investigative
journalism coming….

Please contact your senators today and ask that they support defunding the
BQ!!

Statement From FAAMA*

(also see letter below to Bostick re: new process)

*FAAMA is
the recognized associationFAA
managers and FAA supervisorswithin
the Federal Aviation Administration. These are the people in the field who have to deal day to day with national FAA policies. This includes the recent decision to hire OTS applicants over veterans
and CTI students possessing air traffic training and experience.

“Lowering entry and performance standards is not acceptable," the "FAA must incorporate transparency in hiring" such as "explaining how
the new hiring plan will achieve better, cost-effective results than the old system." FAAMA also notes that controversy and litigation over the new approach "threatens to slow the entry of critically
needed students into the FAA Academy."

Whether you took the test or will take the test- it is being used to screen you (by unqualified HR employees with NO training in
utilizing psychological tests- qualified psychologists combine and interpret the data from the various assessment tools to make an overall evaluation of an individual-
the FAA does not have a single employee in HR or contract employees qualified to assess the invalid BQ tests ) This horrendous test is denying all qualified
applicants of all races a fair chance at becoming a controller. You need to put the FAA on notice – otherwise they will arrogantly continue their illegal path.

Contact the Department of Transportation – Office of Inspector General (DOT/OIG)and report this commercial corruption and intentional discrimination.

You need to make a formal complaint about this illegal and discriminatory activity. As them to investigate the BQ, the scoring and
evaluation, the alleged and false validity, to put CAMI people under oath so they won’t be retaliated against). Go here to make an online or phone call report:

THE GREAT MAJORITY OF FAA "EMPLOYEES" GIVING ADVICE WERE NATIONAL ASSOCIATION OF BLACK FEDERAL AVIATION EMPLOYEE MEMBERS AND ACTUALLY
DIRECT APPLICANTS TO (NBCFAE) WEBSITE

FAA TURNS OVER ENTIRE WEB CAREER FAIR TO NON HR FAA EMPLOYEES - only a few of which
were not NBCFAE MEMBERS*

*MEMBERS WHO VOWED TO ERADICATE THE CTI PROGRAM- CERTAIN SELECT NBCFAE MEMBERS TUTORED SELECT INDIVIDUALS TO PEPPER THEIR RESUMES WITH
KEYWORDS AND ALSO RELEASED BQ ANSWERS TO CHOOSEN FEW- GIVING APPLICANTS CHOSEN BY NBCFAE (MANY OF WHOM ARE FAA EMPLOYEES WHO CHOOSE WHO GETS HIRED)A MUCH GREATER
CHANCE OF BEING HIRED.

WHITES, ASIANS, HISPANICS, AND OTHER GROUPS NOT SANCTIONED BY NBCFAE NEED NOT APPLY

These NBCFAE members participated:

Samuel Odom Jr.

Ashley Morley

Opal Harris

Stacey Knowlton, Jr.

Paquita Bradley (NBCFAE president)

Please ensure that you share this information with no one that is
identified outside of that. This information is reserve for those classes of people we represent. This is to minimize competition….We effort to influence the FAA to diversify the ATC workforce, and
we aim to only prepare candidates that are demographically classed to meet that diversification.

NBCFAE Associates Members TELCON, 12/16/2013

President of NBCFAE Paquita Bradley Directing Applicant to NBCFAE Website

The American Consumer Institute

Is on to the FAA’s scam

ACI has set up a website for automatic petition to Congress. Please click on the link below. We ask that all
ctistudents.com readers, friends, family, and FAA employees to respond using this website's automated petition:

Upcoming story on why NATCA national leadership has remained silent while the field
facilities beg for quality ATC applicants.

Attention NATCA members- NATCA
allowed the FAA to use controllers after the BQ was allegedly “validated” to “validate” the exam. NATCA then allowed supervisors to subjectively rate the “performance”
of those controllers NATCA solicited to take the sham BQ.

Bottom line:the FAA
now has a database and a method to screen out NATCAvists- and leadership went along.

Telecon of December 16, 2013 where NBCFAE reveals "secret" information

These documents clearly illustrate that the FAA HR branch was working with the NBCFAE (many of whom are members of the organization) to fix the air traffic applicant process in favor of their membership. Many FAA representatives- especially Joe Teixeira- stated that the information disclosed in these documents had not been revealed to anyone before January 8, 2014 and that the FAA was not working with any special interest groups. This is a total fabrication as the briefing slides below, given to multiple special interest groups, illustrate.

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The master plan of the NBCFAE

It all started according to the NBCFAE's own admission back in 2009. Ironically the date of this document is 2.10.2010. The day the FAA rolled out ther national OTS hiring- and illegally discriminating against over 3,000 CTI graduates- was 2.10.2014 the 4 year anniversary of the NBCFAE and FAA (Bostick and Cannon driven) HR master plan.

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JUNE 2013 BRIEFING SHOWS THE NBCFAE "TEAM 7 PLAN" WAS ONLY PRESENTED TO SELECT SPECIAL INTEREST GROUPS BY THE FAA

The National Employee Association Forum (according to the FAA's own Charter) consists
of the Administrator (Huerta), the Deputy Administrator, the Assistant Administrator for Civil Rights and Diversity Advocate, Assistant Administrator for Human Resource Management (Bostick), National
Special Emphasis Program Managers, and National President/Chairperson ofEmployeeAssociations whose constituencies primarily focuses on civil rights matters (including the
NBCFAE).

THE BRIEFING WAS LED BY THE NEW "ACTING" AHR-1 RICKIE CANNON

WASHINGTON, D.C. – Why should a prospective air traffic controller spend many thousands of dollars at
college pursuing a degree that leads to a job with the Federal Aviation Administration when they could simply respond to the FAA’s many current “help wanted” ads on MySpace, Craigslist or Facebook –
without needing that college degree – and land the same controller job?

That’s the question many students and graduates of degree programs in the Collegiate Training Initiative
(CTI) are asking as they sit next to fresh-off-the-street FAA hires at the FAA Academy in Oklahoma City and wonder how their $18,732 salary is going to cover their student loan payments. According to
students and National Air Traffic Controllers Association officials monitoring the situation, this new “class system” of hires has led to questions, confusion, frustration and a lowering of morale
and enthusiasm.

“The FAA’s massive recruiting effort, despite its cheerful talking points
and rosy public statements, has angered students who were told to go through the CTI program to get hired at a cost of thousands of dollars,” National Air Traffic Controllers Association President
Patrick Forrey said. “Our fear is that those great schools will lose their students if they can get hired by simply applying online or at a local job fair. This is a serious problem because CTI
students come to the agency armed with the experience needed to comfortably fit into the incredibly demanding on-the-job training program at their first air traffic control facility, greatly
increasing their chances of successfully becoming a fully certified controller.”

One way the FAA could begin to solve this problem is by offering CTI grads the chance to participate in
a student loan repayment program. Interestingly, Ventris C. Gibson, the FAA assistant administrator in charge of personnel management, told reporter Stephen Barr of The Washington Post for a story in
the Apr. 23 issue that the agency is taking the step of starting such a program for student loans. Gibson also said the FAA plans to offer child-care subsidies for employees at air traffic
centers.

However, when NATCA proposed the creation of both a student loan repayment program and a child-care
subsidy program during contract negotiations in early 2006, the FAA never responded until the final day of mediation, and then rejected both proposals “on their merits.”

“We have seen nothing from the FAA on these two issues except in Ms. Gibson’s new comments to The
Washington Post,” Forrey said. “We offered a student loan repayment program and child-care subsidies at the contract table and the FAA rejected them. This now constitutes an unfair labor practice and
another example of bad faith bargaining.”

However, Forrey added, the important thing is the well-being of the new hires and their ability to
succeed, develop a passion for the important work of air traffic control and feel good about their work environment and employer as they are handed the responsibility of being the next generation
workforce. All of those things are currently on the decline.

“This is another example of the FAA’s lack of both integrity and planning and its business-first
attitude,” Forrey concluded. “They have caused a rift between two classes of new employees. Add to that a list of 2,000 trainees the FAA promised a certain salary upon full certification only to cut
it by 30 percent with last September’s imposed work rules, and the 12,000 fully certified controllers working today who will never see another pay raise and you have a recipe for
disaster.”

We currently face a shortfall in the number of qualified, well-trained
air traffic controllers to monitor our airspace as nearly 11,000 controllers approach the mandatory retirement age. Through 2021, the FAA must hire and train more
than 12,000 air traffic controllers. This would be a daunting task with an efficiently managed program, let alone an entirely new, unproven training regimen.

Air traffic controllers are responsible for the travel of about 2
million passengers per day. They serve in a critical role to ensure planes, with people and cargo, take off and land safely. The nation cannot afford to have their
training program compromised.

Politico Magazine. Nick Rahall. Mr. Rahall represented
West Virginia in the U.S. House from 1977 to 2015 and served as ranking member of the House Transportation and Infrastructure Committee in the 112th and 113th Congresses.

AHR-1 Carolynn Bostick Resigns

CTISTUDENTS.COM Confirms Resignation versus Being
Terminated

Alegedly Bostick was told during her annual evaluation that “HR Pursued a Policy of Intentional Racial Discrimination”

However, intentional discrimination is only a very small part of the story...

FAA sources say leadership (Michael Huerta and Joseph Teixeira) are concerned about congressional hearings called for by Congress that may reveal highest-level
corruption. Huerta moves to try and limit congressional concern by pointing finger at Bostick and implausibly feigning ignorance about the “new” hiring process Huerta and Teixeira planned.
Bostick thrown under the bus in a transparent attempt to limit further inquiry as Huerta excludes key architect and friend Joseph Teixeira from blame. No wonder Joe’s boss Teri Bristol
(whose boss is Huerta) has been unwilling to look further into the obvious corruption.

Recently the FAA Managers Association (FAAMA) wrote a letter to Carolynn Bostick regarding her detrminattion that interviews were not going to be
used in the hiring process. The FAA Manager’s Association is comprised of all levels of FAA management officials. This includes the supervisors who directly oversee our nation’s air traffic control
system and act as a safeguard for the flying public.

Regarding the all sources “off-the street” hiring decision by Teixeira and Bostick and in the words of FAAMAin a letter sent to Bostick on
January 20, 2015 (full letter below):

You (Bostick) indicated in the meeting that it was not your intent to include an interview in the vacancy
announcement(s) scheduled for late March 2015. We strongly disagree with that decision, and believe it introduces risk into the system by not appropriately screening
potential employees who will be working in critical positions central to the F AA's mission of safe, efficient flight; AND

FAAMA has serious reservations about the absence of a pre-employment interview with
a management representative on the basis of safety, national security, and suitability for employment. Your decision to forego an interview is a departure from a long-standing practice within
the Agency to determine a potential employee's readiness to perform the rigorous, demanding air traffic control duties; AND

Hiring new employees without first having them sit for an interview is a foreign
concept, particularly for government employees in sensitive positions such as the air traffic control occupation. In a recent meeting of the Government Managers Coalition, of which FAAMA is a
member and collectively represents over 200,000 federal managers across the government, we asked (Bostick) if any other represented government agency hired its employees into mission critical
jobswithout first interviewing them. The FAA is the only agency that does so; AND

Taking shortcuts in the hiring process in order to make up for lost time will not
result in hiring the best and brightest for these positions. The first vacancy announcement occurred in February 2014, but the Agency did not see the first student at the FAA Academy from this
vacancy announcement until late August 2014; AND

A large number of newly hired employees have already begun their federal employment
as future air traffic control specialists without an interview, yet some did not have a basic understanding of the English language. Another case we discussed with you concerns an air traffic control
student with a speech impediment. In each of these cases, a pre-employment interview would have identified these issues prior to their employment and the wasted salary and per diem associated
with failing their initial training. Most importantly, is the need to identify applicants who are unsuitable for employment based on safety and security grounds;
AND

Questions can and should be developed to test for any characteristics that call into question the appropriateness
of giving the potential employee access to sensitive facilities and information at the FAA. The September 2014 catastrophic service disruption at the Chicago Air Route
Traffic Control Center should have been a wakeup call to the need to fully screen our potential employees;AND

A trained interviewer can spot anomalies and issues in the process, especially an
applicant's ability to think quickly and develop answers when posed with a dynamic situation, precisely what air traffic controllers face on a daily basis; AND

The FAA Managers Association objects to this blanket assertion (that the personal
interview introduced bias against certain protected groups) To say that there is an inherent bias in the interview process paints all managers with a broad brush as not being impartial during the
interview process; AND

The decision not to interview candidates stands against common sense to use
every reasonable tool to find the best and brightest candidates to fill the vacancies at the FAA, fully tapping the diverse and rich pool of Americans for those positions. I am positive that passengers who board flights daily, and pilots who fly them to their destinations, would be shocked to learn that the FAA is not interviewing new controllers. In
fact, passengers and pilots rely on controllers and front line managers to do their jobs believing that they have been effectively screened for employment; AND

I (FAAMA Executive Director) am certain that when vacancies occur in your organization (FAA Human Resources)
that you seek to hire the best and the brightest individuals. I cannot imagine that you would hire someone in your office without first asking them to sit for an interview, especially your
direct-reports who fulfill key roles in your organization. For the same reason, potential air traffic controllers should be interviewed because they, too, play a key role in the FAA' s core mission
of safe, efficient flight; AND

Undoubtedly, some in your organization (FAA Human Resources) will state that this will slow the process, but the
extra time and cost is justified when you will be hiring individuals into career positions that are so essential to safety of flight.

Bostick had a plan to intentionally discriminate against the diverse CTI and veteran applicant
pool.

YES, Bostick “purged” a list of over 3,000 diverse veterans and graduates of CTI programs with specialized air
traffic training in favor of hiring off the street applicants for diversity purposes. YES, these applicants had already been trained at zero
cost to the government and had passed the only validated air traffic aptitude examination. YES, the “new” BQ and resultant
watered down “AT-SAT” cost millions and millions of taxpayer dollars. YES, the FAA eliminated the interview to get more minority candidates past the
screening process- resulting in new federal employees that “not have a basic understanding of the English language” or that had a “speech impediment.” YES, the BQ was NOT a secure test – and anyone could sign on to an unmonitored site and take the examination. YES, the
Barrier Analysis and BQ were paid for with air traffic funds . YES, the BQ was not graded at the time of the
test- only days later after HR compared test results to applications in an alleged attempt to match key words given to NBCFAE members. YES, many of the “new” employees were terminated only after being offered jobs based upon failed security and drug tests resulting in
entire classes being cancelled at the FAA Academy. YES, the off-the -street failure rate at the FAA’s watered down academy is
astronomical. YES, controllers in the field are beyond tired training off-the-street failure after failure. YES, the time to train a controller is 2 to 5 yeas and sometimes longer. YES, the high
off- the –street failure rate will result in a thin workforce and an overstressed system will be come even more overstressed as more controllers retire and a large percent of off-the-street hires
wash out- leaving no replacements. YES, the cost of this folly will be hundreds and hundreds of millions of taxpayer dollars.
YES, the safety costs and risks in this illegal scheme are not calculable.

YES, this is the “plan” that Huerta and Teixeira knew about and helped craft (no pun intended Terry). What do Joe and Mike, or
at least their “friends” stand to gain?

A fortune. Fast forward a few years. By eliminating the proven source of qualified CTI graduates and CTI- trained
veterans under the guise of diversity the friends of Joe stand to make an enormous amount of money. As CTI programs dry up (as student enrollment will dwindle) there will be no PROVEN programs to go
back to. The FAA will scream about the need for more funds. Congress – concerned about the high safety risk- will pour even more money in to controller training in order to pay for training programs
previously provided free-of-charge to the government. In short, Joe has created a crisis – repressing the diversity rates and success of the CTI programs, by going along with Carolynn’s
afrocentric ideology. Why? friends of Joe will be in a position to become wealthy by taking advantage of Joe's MANUFACTURED "crisis." Very, very wealthy.

Let’s look at how this is done. Joe has a big budget. People who work for him have hundreds of millions of dollars to spend on training and other items (as money
is often misdirected even after Congress earmarks it for a specific purpose). Mr. Teixeira has an iron fist and directs money to the vendors he chooses through subordinates that are afraid to
tell him no because of retaliation. There are examples millions and millions of dollars being awarded to “friends” without any tangible benefit (work product). An example of how this
works?

$46,010,000 of taxpayer dollars, placed on a system that many controllers believe is totally worthless, well beyond its technological end of life, with a
company that has lost over 80% of it's value in the last 2 years. Is this where you would put your hard earned tax dollars when other “better” alternatives are available? Why would the FAA DO THIS?
Let’s look at connections. The same Lobby firm that apparently represented the Administrator also apparently represents the company obtaining the NO COMPETE award. Coincidence or
irony?

Unfortunately you can’t count on “we have to find a way to address congressional inquiries without hurting our case when it comes to litigation” Harris.
Or Joe’s boss Terri Bristol. While they have legal duties to report such items- they apparently are part of the cover-up. However, any taxpayer, CTI student, graduate veteran or taxpayer outraged by
the FAA”s recent moves can contact the Inspector General at 1-800-424-9071 and ask why the FAA spends millions and millions of dollars on
directed awards like this while thousands of advanced aviation grads and veterans who pay their own way through training are shut out. Ask about an investigation into the motives of Bostick,
Teixeira and Huerta. Ask abut an investigation into prior crafted DOT-OIG responses by Teixeira’s group specifically intended to mislead Congress as well as the
OIG’s office.

MOST IMPORTANT- - contact your member of Congress about the information leaked by ethical FAA employees, and presented on
this site, that are tired of the corruption and the rouse. They fly as well.Ask them to support the Safe Towers Act.

UPCOMING- a more detailed look into the FAA’s intentional failure to abide by the law when crafting the new sham hiring plan, a deep look into
APTMetrics and the funding they received for various products- as well as their competency to do them, the after-the-fact attempt to validate the BQ test with existing controllers., AND more…

No Controller hiring since 2012. Even though thousands of qualified applicants of all races and both genders had passed the ATSAT.

Why?

Ms. Bostick arrived at the FAA in May of 2012. She has no aviation or air traffic control experience. She consistently fails to recognize objective facts (statistics on CTI diversity, CTI pass rates,
CAMI studies, the fallacy of a validated BQ, etc.). A look at her self-written bio may explain her antagonistic position against the FAA CTI students.

From
Ms. Bostick’s FAA Bio:

Carrolyn is a graduate of Howard University with an M.A in Organization Communication. She also holds a B.A. in Communications fromAmbassador
College. Professional affiliations include Board Member for the World at Work's Society of Certified Professionals, and memberships with National Association of Stock Plan Professionals,
Organization Development Network, Society for Human Resource Management, Association for Training and Development, and International Foundation of Employee Benefit Plans.

Under
The Microscope:

Perhaps a close look at the self proclaimed expert in human resources actual background will help explain her desire to unilaterally destroy an
institution that has been very successful, for all races and genders.

Ambassador College is a defunct “college” that started in 1947 with a single church building, four students and seventeen faculty members. For 29 years the College conferred unaccredited
degrees upon its graduates. This lack of accreditation did not present a problem in the College's early years because, for the most part, Ambassador College was the training ground for the ministry
and other positions in the Worldwide (then Radio) Church of God and the College itself. Ambassador’s first two attempts to become accredited (in 1967 and again in 1970) were met with stout criticism
from the Western Association of Schools and Colleges (W.A.S.C.) and accreditation was denied in both cases. After much self-evaluation, Ambassador College again applied for accreditation in 1974.
Ambassador was finally granted candidacy for possible accreditation in 1976 with the clear stipulation that certain specific criteria be met. However, in June 1977, almost 30 years since Ambassador
was founded, the WASC again voted to deny accreditation. Due to lack of accreditation and financial woes the decision was made to continue operating Ambassador as a scaled-down academic institution
more in line with a bible college. That began in August 1978. Eventually, Ambassador returned to full four-year status, operating with state approval but not regional accreditation.

A series of college closings and openings occurred. The roller coaster of closings and openings was possible only because Ambassador was not regionally
accredited. State approval to grant degrees (a requirement in most states, including California and Texas) is all that had been sought by the institution. However, the dynamic of higher education in
the United States soon began to have an effect on independent, unaccredited colleges like Ambassador. For many years, regional accreditation was not required for colleges to open in various
states—only state approval was needed. By the late 1980s, however, many states began to require that a college, after having operated for a certain number of years, would have to move from state
approval to regional accreditation, or be closed. Ambassador was at a crossroads, in that it either had to seek regional accreditation, or reduce to a bible college offering diplomas rather than
recognized degrees, or close its doors for good.

The board of regents of Ambassador, still comprising members of the Worldwide Church of God, decided to merge all operations at one location and seek regional
accreditation. The decision was made to separate the college from the church's base of operations in California, and move all college operations to the Big Sandy, Texas, campus. The California
college closed permanently in 1990. Students on the Pasadena campus and many faculty members who were pursuing advanced degrees were transferred to the Big Sandy campus, which was in the midst of a
construction boom to accommodate the influx of new personnel and to support the regional accreditation efforts. Ambassador College at Big Sandy, Texas, began the process of applying for regional
accreditation from the Southern Association of Colleges and Schools. Accreditation was granted in 1994. That same year the college underwent a name change to Ambassador University.
So the regionally accredited school was calledAmbassador University- NOT Ambassador College. Ambassador University finally
closed for good in 1997. Ms. Bostick’s resume says she graduated from Ambassador College not Ambassador University. It appears that she “graduated” from a non-accredited school.

Hey, Carolynn what year did you graduate and from where? Ambassador College was only regionally accredited for a few months
despite a 50 -year existence.

Moving From The Non-Regionally Accredited Ambassador College To Howard
University.

The Howard University School of Communications offers:

BA

Strategic, Legal and Management Communication

BA

Media, Journalism and Film

MFA

Film

MS

Speech-Language Pathology

PhD

Communication Sciences and Disorders

PhD

Communication, Culture and Media Studies

There is NO Master of Arts degree conferred by the School of Communication.

There is NO Master of Arts degree offered in “Organization” Communication.

However: Howard does award a MA degree under the Department of Communication and Culture. There is no “Organization
Communication” degree conferred by Howard. There is a MA degree available through the Department of Communication and Culture that offers an area of “expertise” in "Organizational Communication.”
According to Howard's marketing material the
Department of Communication and Culture “seeks to attract students who are intellectually rigorous and critical of mind, who respect human cultural diversity
and, who will research, interpret, and ameliorate the conditions that confront historically under-served, under-represented, and marginalized populations everywhere.”

In fact Howard Communication
and Culture Department graduate students in this program are
required to design their programs of study around two of the following thematic clusters: Multiculturalism and Social Advocacy (MCA), Comparative
Discourse and Critical Theory (CDCT), Afrocentrism and Institutional Dynamics (AID).

Required classes in the thematic clusters of Multiculturalism and Social Advocacy and
Afrocentrism and Institutional Dynamics may help explain Ms. Bostick’s disdain for anyone except non-college trained black ATC applicants.

Despite CTI students being quite diverse Ms. Bostick promised the head of the National Black Coalition of Federal Aviation Employees that she would “purge” the list of
CTI applicants that had passed the FAA’s only validated air traffic aptitude test (AT-SAT) in favor of a Biographical Questionnaire. The Biographical Questionnaire has never been validated, was an
unsecure test (yes current controllers took the test and FAILED), and most revealing was not “graded” at the time the test was taken. Applicants only found out whether they passed or not- after FAA
human resources employees apparently reviewed test results and applications.

Getting back to Bostick’s world view. Afrocentrism argues that for centuries Europeans have dominated Africans and other nonwhites, through slavery and colonization,
and that European culture is at best irrelevant—and at worst diametrically opposed—to efforts by non-Europeans to achieve self-determination. For this reason, according to Afrocentrism, people of
African descent need to develop an appreciation of the achievements of traditional African civilizations; indeed, they need to articulate their own history and their own system of values.
Afrocentrism has encountered significant opposition from mainstream scholars who charge it with historical inaccuracy, scholarly ineptitude, and racism. In her book Not Out of Africa: How
Afrocentrism Became an Excuse to Teach Myth as History (1996), the American classicist Mary Lefkowitz attempted to refute most of the assertions made by proponents of Afrocentrism. According to black
scholar Clarence E. Walker “afrocentrism is a mythology that is racist, reactionary, and essentially therapeutic.”

Multiculturalism is a very specific political philosophy which could scarcely be further removed from the idea that we should live in one big, happy, multi-ethnic
melting pot and all just get along. That’s because it means the exact opposite. It’s about separatism, not integration. If Ms. Bostick indeed took these course at Howard- it may well explain her
purpose and view.

God doesn’t want you to discriminate Ms. Bostick. Perhaps you forgot the tenets of your rigorous Church of God based apparently
unaccredited undergraduate “education.” Attempting to destroy the CTI program because of your misinformed view of “white privilege” is disgusting. Engaging in outright racism in order to obtain your
afrocentric goals is not acceptable. Especially when you are destroying the dreams of the many well-qualified and capable minority CTI graduate applicants that trained for careers as air traffic
control specialists- only to have their dreams vanquished due to your racist agenda.

New to the issues? The story of FAA corruption is here. We suggest you start with the written summaries below (parts 1-3). Then review the video clips and documents.

In the FAA's Own Words- Clip of The Day....

A new segment showing video clips taken in October 2013 that completely contradict the propaganda coming from FAA Headquarters (Bostick, Teixeira, Boone,
etc.). At least one clip every day or so revealing the folks that pulled this scam on Congress and the American public.

Part 1- FAA CTI Manager states that the FAA and CTI schools had an agreement. This is occuring as Carrolyn Bostick is working behind the scenes with select special interest groups.

Part 2- The FAA (including Huerta) knows how diverse the CTI programs are yet uses "diversity" as the reason to terminate the CTI program.

Part 3- The FAA Admits once again that the CTI student pools are very diverse- the problem is in the slow processing by FAA HR

Part 4- FAA CTI Manager praises the CTI graduates and states they are better prepared when entering training than off-the-street hires. Bostick and the NBCFAE plot to "purge" the CTI list.

Washington, DC— U.S. Representative Randy Hultgren (IL-14) todaycalled uponCongressman Bill Shuster (R-PA), Chairman of the Transportation and Infrastructure Committee, to hold a hearing on the Federal Aviation Administration’s (FAA) recent decision to
suddenly alter its process for hiring air traffic controllers. These new hiring practices have caused the FAA to pass over the most qualified air traffic controller candidates, such as experienced
veterans, and have raised concerns of air travel safety. In light of a lack of transparency at the FAA’s actions, and out of concern for airline passenger safety, Congressman Hultgren has introduced
the SAFE TOWERS Act. Learn more about the FAA’s recent hiring changes and the SAFE TOWERS Acthere.

In hisletterto
Chairman Shuster, Congressman Hultgren wrote that he believes the American public should have answers and details relating to, among other concerns, the incorporation of a Biographical Questionnaire
(BQ), used in the new application process, which:

Disqualifies qualified candidates with specialized degrees and military air traffic
control experience because of arbitrary multiple choice test questions and responses the FAA deemed ‘wrong.’

Does not require applicants to show IDs on-site, or sit in a secured testing site,
raising questions of confidence in the fairness of the application process.

Does not allow numerous applicants who have ‘failed’ the BQ to reapply for future air
traffic controller positions. Applicants did not receive their score, were not informed what score was needed to pass, were not given the metrics used for scoring the BQ, and were thus left in the
dark as to how to prepare themselves to reapply for future openings.

Furthermore, an October 2014 report released by the FAA found that the use of BQ data
did not adequately contribute to the prediction of air traffic controller success—so why were applicants disqualified under a flawed metric?

Unfortunately, correspondence from the FAA has been thin on details about the FAA’s
plans for revising the hiring process moving forward, and how the process purports to enhance aviation safety.

“The agency’s lack of transparency continues to erode my confidence that
it places the safety of our skies as a top priority,” said Congressman Hultgren. “The American people need assurance that conditions and processes in place at the FAA remain safe and
security-focused.”

PART ONE

Summary Of The Illegal Fraud Intentionally
Levied Upon The Public And Congress

The FAA created the AT-CTI program with colleges and universities in the mid- 1990’s in
order to create an educated workforce.

Over the ensuing 25 years the program was praised by independent review panels and
validated by the FAA as producing a much-higher certification (success rate) than general public hiring.

Once students graduated from a AT-CTI school, and after taking the only recognized and
VALIDATED (please remember this term- it gets more important) air traffic aptitude test, students were placed on a “Qualified Applicant List” awaiting employment and a class date to
the FAA academy.

The AT-CTI schools, as universities and colleges accepting federal dollars, are
required by federal law to be non-discriminatory .

The AT-CTI schools are exceedingly diverse and their air traffic student population is
much more diverse than the general workforce population (according to EEO statistics).

In 2012, despite an increasing need for replacement air traffic controllers the FAA
abruptly and dramatically reduced the hiring of air traffic controllers. They also shut down the FAA academy for a period and laid-off instructors.

In October 2013, at the FAA CTI symposium (a meeting organized and sponsored by
the FAA), Terry Craft the FAA’s CTI program director on audio recording praised the diversity of the CTI schools also stating he hoped “…no one is recording this….”

Shockingly, the FAA had by this time been working with the National Black Coalition of
Federal Aviation Employees (NBCFAE) and other special interest groups to eliminate the successful AT-CTI programs and purge the Qualified Applicant List which had grown to over 3,000 graduates that
had passed the only properly VALIDATED air traffic aptitude test (At-SAT).

On January 8, 2014 a group of FAA employees including Joseph Teixeira, Michael
McCormick, Carolynn Bostick and robust Rickie Cannon along with hired hand John Scott (APTMetrics), announced the effective termination of AT-CTI students preference in hiring.

Initially the FAA stated that the reason for changing the hiring process was to produce
a more diverse workforce. This is troubling because 1) the FAA has always had the ability to hire air traffic control applicants from the general public, 2) The FAA’s program director
admitted that the CTI schools were had provided diverse and qualified candidates that greatly exceeded the FAA’s diversity goals, 3) EEO statistics compared with the AT-CTI school diversity
statistics show that the schools greatly exceed the general workforce population, and 4) the FAA’s intentional discrimination in order to remedy alleged and unproven discrimination by
eliminating a list of over 3,000 qualified applicants that had been waiting over two years for employment vilates established federal law (Ricci v. DeStefano, 557 U.S. 557 (2009).

When confronted with Ricci and federal law, the FAA’s PR machine immediately
discontinued the use of “diversity” and stated the reason the employment process was changed was to ensure that the “best qualified candidate” was hired. The FAA legal department also immediately
placed employees on “lock-down” and told them not to discuss the issues behind the employment process change.

Numerous congressional inquiries followed as the FAA’s excuses of “lack of diversity”
and needing “better qualified candidates” than veterans and AT-CTI students made no sense to Congress or any member of the public possessing an IQ over 50.

FAA PR flack Molly Harris stated in a email to top level officials that “[w]e [the
FAA] have to find a way to address Congressional inquiries without hurting our case when it comes to litigation….”

Despite the lack of an excuse that made sense, the FAA instituted the “new hiring
policy.”

The new hiring policy reduced the qualifications required to become an air traffic
controller. In fact, the position of air traffic assistant has minimum qualifications that greatly exceed those required to become an air traffic controller. Controllers actually talk to and give
instructions to airplanes. Assistants assist. Those actually controlling airplanes have lower required qualifications than their assistants.

The FAA also rolled out a new, allegedly VALIDATED screening test
termed the Biographical Questionnaire (“BQ”).

The BQ had no method to secure the test. This means that there was no way to verify the
authenticity of the person taking the BQ.

A report was prepared and given to the FAA Administrator that verified the BQ was not
secure. The report further stated that curious certified air traffic controllers already working at the nations busiest air traffic control facilities surreptitiously took the test ---and
failed.

Even worse, applicants acting in concert and providing the exact same responses to the
BQ received different results.

Almost everyone with substantive aviation or military experience failed the
BQ.

The FAA, using creative phrasing (Molly again?) asserted that many CTI students passed
the BQ. In actuality, many of those "students" were new in the AT-CTI programs and had not even entered the main air traffic program classes.

What's the "bottom line" from Part
One?:

The FAA is trying to persuade Congress that a high-school dropout mopping
floors at the "Gulp & Guzzle" big rig truck stop is the "Best Qualified Candidate" to become an air traffic controller. Conversely, the FAA apparently believes veterans including military air
traffic controllers, CTI graduates, and commerical pilot applicants "do not possess the requisite knowledge, skills or ability to become an air traffic controller."

Upcoming Part Two: Lets Talk About Real Valid,
Validation

PART TWO

Let’s Talk About Valid Validation

In February, 2014, the FAA conducted an employment test for Air Traffic Controller
applicants using a controversial and non-validated testing method known as a Biographical Questionnaire.

This BQ “test” had been quickly slapped together by a handful of FAA managers who,
driven by different reasons, wanted to end the FAA’s reliance on the Air Traffic-Collegiate Training Initiative (AT-CTI) as the primary source of new hires.

The first group of FAA employees who want to end the AT- CTI program are select people
who control the FAA’s Human Resources department. They falsely asserted the FAA controller workforce was under-represented by African-American males and the reason for this was barriers in the hiring
process. Their main focus was the AT-CTI program. They deemed the AT-CTI process created an unfair barrier to employment for African-American males because it required all ATC applicants to graduate
from an AT-CTI college, school, or university.

Incredibly, the Associate Administrator for Human Resources (Carollyn Bostick) recently
proclaimed at the annual ATCA conference that education was not necessary for employment as an air traffic controller. She was holding to the coalition line that the requirement to achieve an AS or
BS degree was a barrier to employment for “all U.S. citizens”. She based this on her 32 years in private industry. Of course Bostick has never been a controller nor even been in an ATC program.
Her alleged expertise in the qualities needed to become an ATC is laughable. Nevertheless she is asserting an "opinion" that runs counter to common-sense. Of course to become a HR “professional” you
need a degree.

Bostick and her ilk are still fighting the Affirmative Action (AA) fight even though it
was declared unconstitutional nearly thirty years ago.

Diversity is the current code word for Affirmative Action. The only difference is that
the racists inside the FAA HR office will carefully avoid mentioning quotas. They simply tilt the playing field in such a manner that by “widening the aperture” to hire “U.S. citizens” the net effect
will be the achievement of quotas that they have established.

The most non-diverse segment of all FAA offices is Office of Human Resources- led by
Bostick. In fact, based on EEO statistics and workforce populations, the FAA's national HR office would completely fail a “Barrier Analysis” study.

Bosticks new “hiring policy” took away the dreams of many CTI students of all races
and both genders. Her policy in effect eliminated a very talented pool of minority as well as non-minority candidates and veterans.

The second group of miscreants is a collection of certain FAA employees within the FAA’s
air traffic branch (ATO) who are mesmerized by the large amount of money that flows through the FAA for training contracts and support services.

They have developed a scheme to redirect these large sums of cash into “third-party
entities” that are working in concert with themselves for the sole purpose of becoming enriched at the expense of the taxpayer, and most importantly, at the expense of safety for the flying
public.

They are going to channel money via contracts (such as the upcoming CTC contract) to
contractor friends to set up outside training facilities where the government pays the outside entities to train air traffic controllers.

This second group needs the AT-CTI program to go away so they can replace it with
for-profit contractors essentially doing what the AT-CTI now does at no cost to the U.S. government. They want to eliminate the self-supporting, and no cost to the taxpayer, CTI program to make
themselves rich.

So two groups operating within the FAA’s national office took it upon themselves to
destroy the CTI programs. These two groups formed a symbiotic relationship that seek to achieve a similar goal (destroy the CTI program) but for different reasons.

The ATO fraudsters realized that they could destroy the CTI program by encouraging the
National Black Coalition of Federal Aviation Employees (NBCFAE) to assert that the CTI program was discriminatory against African American males and use this ruse as an excuse to change the hiring
process.

The first thing these scam artists did was completely halt the hiring process to create
an even bigger demand at the field facilities that control our nations air traffic. Despite the need to hire over 1,000 controllers a year- Joseph Teixeira and Carolynn Bostick intentionally stalled
getting new controllers in the hiring pipeline.

That’s correct, the two intentionally delayed getting controller resources to the field
facilities.

Working together, both groups solicited the work product of an industrial/organizational
psychologist named Dr. James Outtz to perform an analysis on perceived barriers to employment for African Americans. His Barrier Analysis Report wasn’t as convincing as they had hoped. In fact, Dr.
Outtz recommended the FAA strengthen their relationship with the CTI schools. This was a shock to the fraudsters because they had expected Dr. Outtz to
declare the CTI program was a barrier and had expected he would recommend the elimination of the CTI program in its entirety. Actually, the FAA's HR office was deemed a barrier by Dr. Outtz.
He found that policies were not being uniformly applied by the HR guru's own shop. Furthermore a massive retraining of HR employees was suggested. (Note to Carolynn- how's this coming
along?)

Based on the barrier analysis results showing that CTI schools were NOT A BARRIER the
two groups had a quandry and had to concoct a new scheme. The ATO fraudsters quickly contracted with another company (APT Metrics) to do an Extension to the Barrier Analysis Report. That's
correct- Joe's go-to yes men - APT Metrics the same outfit that "validated" the BQ in weeks (more- much more on this later). This title of the report sounds impressive and official but it was
neither. This second report was simply a weak attempt to confuse the public about the true intentions of the racists in the FAA HR department and their co-conspirators in the ATO
branch.

By the way- the ATO office funded the barrier analysis and much of APT Metrics work. Odd
that an organization supposedly focused on the line employees in the FAA would use training resources to fund HR initiatives such as the barrier analysis, extension, etc.

The upshot of all this intrigue is that the HR department, using the Extension to the
Barrier Analysis as justification, proudly announced a “new and innovative” hiring process that would permit all U.S. citizens an opportunity to apply for a job as an air traffic controller. One
problem standing in the way of the co-conspirators was the CTI grads that had already completed the application process and were placed on a Qualified Applicant Registry (aka the CTI pool).
Approximately 3,500 graduates who had passed the ONLY valid ATC screening test- the AT-SAT- were on a list waiting to be hired.

The HR department, working in close collaboration with the NBCFAE, purged the CTI pool
of nearly 3,500 CTI graduates. These applicants had completed all necessary qualifications requirements and were patiently waiting for a class date at the FAA academy. These CTI grads were told that
if they were still interested in working for the FAA they would have to reapply for employment through the February off-the-street announcement.

Lets talk about validation. This “new and innovative” process was actually the
aforementioned Biographical Questionnaire that was quickly produced by the contracting firm of APT Metrics. Although the FAA requires their own Civil Aero Medical Institute (CAMI) to validate
employment tests, the ATO fraudsters sidestepped this important requirement. Why? It was simple; CAMI refused to validate the sloppy work product of APT Metrics. Just a month before the FAA rolled
out the new program CAMI recommended, at the minimum, three additional studies to validate BQ type hiring exams. They estimated this long but necessary review would take 3-5 years to
complete.

Of course none of this stopped Bostick and Teixeira. So used to doing whatever they
wanted- they simply forged ahead breaking numerous personnel and contracting regulations along the way. Nothing was going to get in the way of Bostick’s racist agenda- nor Teixeira’s money making
plan.

Ironically, EEOC regulations require that employers, “...should ensure
that employment tests and other selection procedures are properly validated for the positions and purposes for which they are used. The test or selection procedure must be job-related and its results
appropriate for the employer’s purpose.”

The Biographical Questionnaire (BQ) created by APT Metrics asked no questions that were
job related and any questions that may have been appropriate for the employer’s purpose must be in challenged because no one is sure what the “employer’s purpose” is. In this instant case, no one
external to the FAA really knows what the true purpose of the employer was.

More troublesome, the BQ test was completely unsecure. The FAA used the BQ as a
screening test yet had no way to ensure the party that took the BQ was the party that was supposed to take the test.

In fact, many CURRENT air traffic controllers took the BQ and FAILED. In addition, many
students took the BQ together- answered the same way and received different results.

Almost all experienced veterans and CTI graduates FAILED the BQ and received the
following from the FAA:The biographical assessment measures
ATCS job applicant characteristics that have been shown empirically to predict success as an air traffic controller in the FAA. These characteristics include factors such as prior general and
ATC-specific work experience, education and training, work habits, academic and other achievements, and life experiences among other factors. This biographical
assessment was independently validated by outside experts. (See the Part 3 regarding this blatantly false representation).

When you see hard-hitting questions like: What has been the major cause of your
failures? Or, the number of high school sports I participated in was? one becomes suspicious that the purpose of the BQ was not intended to find suitable candidates for ATC
work because most of the BQ questions had nothing to do with air traffic control.

By deductive reasoning you are left with the only other purpose; to select specific
sub-groups for employment as air traffic controllers.Or worse yet, to eliminate those with
aviation and military experience to create a crisis that could only be remedied by pumping large amounts of taxpayer dollars into a private system intentionally created by government employees for
personal gain.

What's the "bottom line" from Part Two?:

Follow the money trail. Joseph Teixeira has channeled money to a few chosen contractors to
build what’s called “past performance.” Past performance is necessary to bid on large government contracts. Joe hopes to direct the half-billion dollar CTC bid to one of these chosen contractors
within a few months. By eliminating the CTI program preference and setting up private ATC training academies through contracts (such as the upcoming CTC) private contractors will demand
large sums of taxpayer dollars to educate students. A job that was previously completed at no cost to the government by the CTI schools.

Upcoming Part Three: Independent validation by outside experts? Not a chance.
Congress you have been lied too. Repeatedly.

PART THREE

Lying To Congress About BQ Validation- The FAANOWAttempts To Validate The
BQ….

Needing a “test” to achieve the goal of eliminating CTI preference the FAA contracted
with APT Metrics. Yes, the very same group that came to the rescue when the Barrier Analysis supported the CTI schools.

This test, the Biographical Questionnaire” was described in part 2 of this
series.

They told this lie to Congress as well as the public, schools, veterans and
students.

What makes an employment test valid? If you are foolish enough to believe Joseph
Teixeira, you can make an employment test valid by simply declaring it valid. During a January 8, 2014 call Teixeira was asked if the Biographical Assessment had been validated he responded with the
following, "The biographical questionnaire was designed through CAMI, and researched as well, thoroughly researched through CAMI, and we've done some additional
research with it as well, so it is proven to be a valid instrument for assessing experience, work habits, education, and so on, and dimensions that are related to the success on the
job."

So we checked with CAMI to verify Teixeira’s statement. CAMI said in the abstract of a
recent research report entitled Using Biodata to Select Air Traffic Controllers (October 2014), “Based on an analysis of the relationship between selected biodata
items and training success, we conclude that the evidence for using these biodata items for controller selection is weak.” And in the conclusion of the same report stated,
“If biodata are to be used to select controllers, additional research is required to identify those biodata items that will add to the prediction of controller training
performance over and above the effect of AT-SAT score and age.” RUT ROH. Dear Joe- the same way that you lied about the
Barrier Analysis- you lied about the “validation” of the BQ.

So based upon that official FAA-CAMI response it would appear Teixeira was either lying
or was seriously mislead by his obsequious boot-licking subordinates. Either way it is, one thing stands clear; CAMI did not validate this Biographical Assessment (BA) used to hire 2,200 people
off-the-street.

Let’s now look at the other half of Teixeira’s assertion that “we’ve done some additional research with it as well, so it is proven to be a valid instrument …” If you are wondering who “we” are you are not
alone. CTIstudents.com has been wondering the same thing.

Teixeira later tried, and is STILL trying, to convince the CTI institutions that industry
experts had assisted the FAA in validating the test. When pressed he reported that APT Metrics had actually prepared the Biographical Assessment and had validated it as well. That is pure, BS. APT
Metrics could not possibly have validated the BA since the industry-recognized protocol for validating tests requires exhaustive testing (validating) before using any assessment as a hiring tool.
Teixeira wants us to believe the APT Metrics validated this BA over a two-month period in late 2013.

Once the FAA shifted away from the “diversity” rational regarding the new hiring process
to the “best qualified candidate” excuse- Terri Bristol- Joseph Teixeira’s boss jumped on board the lying train.

In a memo to the workforce Bristol also falsely asserted that the BQ was properly
validated before it was administered.

Of course, trying to come up with answers to Congress (Hi Megan!) that won’t expose
the FAA in litigation has been difficult. Defending an unsecure and unvalidated test is going to be very interesting.

The U.S Department of Labor has published uniform guidelines for government agencies to
follow for pre-employment testing. A core tenet of the DOL’s guidelines is that the agencies should, “Use only assessment procedures and instruments that have been demonstrated to be valid for the
specific purpose for which they are being used.”

These assessment principles were conveniently ignored by Teixeira and Bostick in their
rush to kill the CTI Program. By conducting an unsecured employment test using a non-validated Biographical Assessment these two people/clowns have revealed the arrogance of the
FAA.

CAMI has been periodically working on a series of reports to determine if biographical
assessments can be validated for the hiring of air traffic controllers. But as of this month (October, 2014) they have still not completed their studies. Dana Broach, a CAMI research scientist,
previously stated that a minimum of three additional studies were necessary.

The FAA, realizing that they had dropped the ball regarding the test validation and
verifying who actually took the BQ decided to NOW TRY AND VALIDATE THE TEST by literally begging current CPC’s to take a
test (designed and administered by guess who- APTMetrics) they could try and use to validate the BQ of February 2014. That’s right. The FAA is now trying desperately to show the unvalidated sham BQ
is valid by doing it after the fact with a computer survey that just ended.

Ironically enough, the APTMetrics post validation BQ required that the CPC’s who took it
had a password and log in- security measures that were not present on the first exam.

NATCA is in on the scam and sham due to Trish Gilbert’s relationship with David
Boone.

In conclusion, we now can assert that the Biographical Assessment administered by the FAA
Office of Human Resources in February, 2014 was never validated. If it was, why won’t the FAA release the validation results to Congress and the American public?

There are many examples of students who took the test at the same time, answered the
same, and yet had different outcomes (one passed the exam the other didn’t). This is impossible in a validated and objective test.

The upshot of this rigged employment test (first BQ) was that it was not even scored. It
wasn’t until after FAA HR personnel working at the direction of Carolyn Bostick matched resumes with names and hand selected who would pass. By the way- we will expose the documents where the NBCFAE
(the same group Bostick promised to purge the list of 3,0000 CTI students) was working with Bostick to select NBCFAE “members” who placed selected keywords in their
resumes.

The FAA screened prospective controllers using a sham BQ test, created by an outside
vendor APTMetrics, that anyone could take (no identification protocol) without any formal validation. After using an internet BQ test that could not be traced to any specific person- they then
failed to scored the test at the time it was taken. Applicants passed the BQ after FAA HR matching resumes and other factors known to a select group with test scores. Many of the resumes
allegedly had “key words” that Bostick’s crew gave to applicants Bostick wanted to be hired.

Christmas suprise.....

Upcoming Part Four: Joseph Teixeira and David Boone
intentionally create a crisis, and compromise safety for the taxpayer’s dollar (lots and lots of them)-

We
recommend that if biodata are used to select ATCSs, additional research is needed to identify and validate items predictive of success in training.We also recommend that a criterion measure representative of job performance of air traffic
controllers be developed and validated for use in future research on the selection of air traffic controllers. (Editorial note: be developed and validated?- geez I thought the FAA (APTMetrics) told Congress this was already
done). Hmmmmmmmm

Using Bio Data? CAMI's Opinion: This is the first study using recently hired controllers that has examined the utility of biodata in hiring air traffic
controllers, after accounting for AT-SAT score and age at entry on duty. ...
We concluded that, after screening applicants based on age and selecting only those who passed the AT-SAT test battery, the biodata items assessed did little to
improve our ability to select the applicants most likely to reach CPC.If biodata are to be used to select controllers, additional research is required to
identify those biodata items that will add to the prediction of controller training performance over and above the effect of AT-SAT score and age.

FIRST STUDY? October 2014? What
about the so-called "valid" BQ administered in February 2014?

APTMetricsis afor profit(according to information on their website) “…human resource consultancy firm…” that will help clients “…looking to streamline an entry-level hiring process for a mission
critical position or to understand whether there are barriers to entry/advancement in your agency that could give rise to employment litigation, APTMetrics human resource consultancy partners with
public sector organizations to address their unique human capital needs.We understand what works in the public sector and we have
a track record of delivering public sector services that drive HR practices forward." You bet you do- at least with the FAA’s ATO and AHR offices.
Your FAA track record: 1) Barrier Analysis Extension (after the Barrier Analysis states that the CTI relationship should be strengthened), 2) Design and Administration of the
non-secure (anyone could take it) - non-validated (proper protocol that would survive review was not followed) and useless (see the information
above) Biographical Questionnaire “BQ” and 3) Designing a test for current CPC’s to take (ended on October 15th) in conjunction with subjective ratings from their supervisorsin an apparent desperate attempt to “validate” the BQ test after the FAA has lied to Congress and the public about the validation
process.

Yes APT you have quite the
record of “…delivering public sector services that drive AHR’s practices forward….” We also have the records of the amounts paid to you for these “services” by the
FAA.

Special Note to John
Scott: how come your validation methods regarding the
BQ don’t follow the information in the “Handbook of Workplace Assessment: Selecting and Developing Organizational Talent”or“The Human Resources Program Evaluation Handbook.” Are we reading outdated editions? Just curious. Unlike APT and the BQ- we don't want to rush to any invalid
conclusions.

UPCOMING- PART THREE-
EXPOSING THE "VALIDATION" SCAM and PART FOUR "FOR THE LOVE OF TAXPAYER MONEY."

Lots of good (well BAD-
If you're in the FAA's shoes) documents showing the "plan."

"Lies, damned lies, and
statistics"

WELL THEY REPEATEDLY LIE TO CONGRESS
–

so trying to pull one over on the public isn’t such a big
deal to the FAA

On July 30th the Wall Street Journal published results from the
first go-round of FAA's new "off-the-street" controller hiring process. As you may recall from previous stories, instead of recruiting from graduates of the several dozen colleges with specialized
two-year or four-year ATC curricula and people with prior military controller or other experience, it invited anyone from the public to apply. And instead of passing only the usual controller
aptitude test, they first had to "pass" a biographical questionnaire (BQ), whose content and scoring are not public knowledge but which circumstantial evidence suggests was intended to recruit more
minorities.

About 28,000 people applied, and of those who passed both of the above hurdles and
received offers of employment as controller trainees, 65% were Collegiate Training Initiative graduates, former military controllers, or others with aviation work history. The remaining 35% were
off-the-street hires with no aviation background or knowledge. The WSJ story reported that the pass rate for CTI graduates was 12.6%, compared with an overall average of 3.7% for all the
others who applied. These pass rates refer to clearing both hurdles: the bio questionnaire and the aptitude test.

What the FAA did not disclose was the pass rate for the "street" hires with
aviation backgrounds—former military controllers, private pilots, etc. Presumably, they would be more likely to qualify than the purely street hires, but that number is not available. That also makes
it impossible to know the pass rate of the purely street hires (with no aviation backgrounds). But it's possible to estimate one pass rate and thereby derive the other, since we know the weighted
average of non-CTI grads is 3.7%.

To begin with, I figured out from the aggregated pass rates that the total hired
was 1,588, of which 756 were CTI grads and 832 were street hires (including those with aviation backgrounds). The next step is an if/then calculation. It seems likely that street hires with aviation
backgrounds would have a pass rate somewhere between that of CTI grads and non-aviation street hires. I started by assuming the aviation ones did half as well as CTI grads. Solving the equations
based on the weighted average pass rate of all 832 street hires, with the aviation ones at 6.3%, the pure-street ones would be at 3.2%. Alternatively, if the aviation ones did three-quarters as well
as CTI grads, averaging 9.45%, then the pure-street average would drop to 2.9%. That's a very small pass rate after all this trouble.

Those numbers, of course, are only for getting into the FAA Academy. We have no
idea what the wash-out rate will be, and how it will differ among these three groups of just-hired trainees. Nor will we know for several years what fraction of those who graduate from the Academy
make it to full performance level controllers.

Given what a departure this new hiring process is from the previous approach, and
that it flies in the face of previous ATO intentions, based on recommendations from the Office of the Inspector General, to revamp hiring to rely mostly or entirely on CTI graduates, I've been
surprised at the relative silence of both controllers union NATCA and the FAA Managers Association. NATCA's current statement on this process explains that the union is not involved in the hiring
process, but is "hopeful that FAA will continue to make improvements to its new process and make a successful hiring effort in 2015." It goes on to say that because NATCA's top priority is safety,
"We have urged the FAA to hire the most qualified air traffic control candidates and place them in facilities where they have the best opportunity to successfully train to achieve full
certification." Is that praising with faint damns, or what?

The July/August issue of the FAAMA magazine, Managing the Skies, includes
a short paragraph on the subject, which refers to a position statement on their website. I could not find it there, but was able to obtain a copy. While supporting the goal of seeking a more diverse
controller workforce, the statement says it is not clear that the BQ helps with increasing diversity, and that FAA has not demonstrated a nexus between the BQ and its goals. In its summing-up points,
it states flatly that "Lowering entry and performance standards is not acceptable," and that "FAA must incorporate transparency in hiring" such as "explaining how the new hiring plan will achieve
better, cost-effective results than the old system." And it also notes that controversy and litigation over the new approach "threatens to slow the entry of critically needed students into the FAA
Academy." Well-said, FAAMA.

In theFebruary issue of this
newsletterI broke the story of the FAA's abrupt shift in recruiting candidates for training as new controllers. Instead of giving priority to about 3,000
graduates of FAA-approved ATC curriculum at the 36 colleges that are members of the Collegiate Training Institute, it announced two major changes starting early this year. First, all controller
recruitment would be "off the street," and second, the initial step would be for all applicants to fill out and pass a "Biographical Questionnaire" aimed at recruiting a more-diverse workforce.
Despite widespread dismay and anger on the part of CTI faculty and graduates, the agency went ahead with this plan. And as feared by CTI graduates, large numbers of them "failed" the BQ (with no
explanation of why) and could not proceed any further, calling into question the money spent and two to four years they have invested in hopes of becoming controllers.

Until recently, the major media had ignored this story. But on May 23rd, the Wall Street Journal's Susan Carey published "FAA Closes a Hiring Runway,"
reporting on the situation and quoting both faculty and graduates about this abrupt and inexplicable change of course. That opened the floodgates. Chicago Tribune transportation reporter
John Hilkevitch followed up with and in-depth article on May 27th. These two stories were enough to stimulate many local newspapers and television stations to cover the story.A particularly well-done example is the five-minute piece aired by ABC's 7 News in Denver on June 2nd. If it is still online by the time you read
this, I urge you to watch it:www.thedenverchannel.com/news/call7-investigators/faa-changes-hiring-practices-for-air-traffic-controllers-ignoring-qualified-students-and-vets.

Until recently, the only member of Congress to take an interest in this debacle was Sen. Patty Murray (D, WA), who grilled DOT Secretary Anthony Foxx about it at a March
14th hearing. But in late May, 29 House members, from both parties, sent a letter to FAA Administrator Michael Huerta complaining about the lack of transparency in the agency's new hiring
program. As far as I've been able to determine, there has been no public response from the FAA thus far.

Various former FAA officials I've talked with about this issue are appalled by the FAA's change of course.Among other
things, they cited a recommendation by the DOT Inspector General back in 2005 that the hiring process be changed in the opposite direction: that CTI graduates who passed the traditional controller
aptitude test be exempted from some or all FAA Academy training and go straight to on-the-job training. Congress urged something similar in the 2012 FAA reauthorization measure. And many
experts on the shift to the more technology-intensive NextGen paradigm for air traffic management favor requiring a college degree for all new controllers (which is not required for the new
"off-the-street" hiring process).

Congress really should take action to get FAA controller recruitment back on course, eliminating the BQ and re-opening the door to CTI graduates.

The Reason Foundation Speaks....

Bob Poole is a member of the Government Accountability Office's
National Aviation Studies Advisory Panel and he has testified before the House and Senate's aviation subcommittees on numerous occasions. Following the terrorist attacks of Sept. 11, 2001, Poole
consulted the White House Domestic Policy Council and the leadership of the House Transportation & Infrastructure Committee.

He has also advised the Federal Aviation
Administration, Office of the Secretary of Transportation, White House Office of Policy Development, National Performance Review, National Economic Council, and the National Civil Aviation Review
Commission on aviation issues. Poole is a member of the Critical Infrastructure Council of the Los Angeles Economic Development Corporation and of the Air Traffic Control
Association.

ATTENTION CONGRESS: AT LEAST YOUR CONTROLLER’S ASSISTANT MAY HAVE SOME AVIATION EXPERIENCE AS THE FAA GUIDES YOUR FLIGHTS HOME AND BACK
…..

The Absurdity of The FAA’s New Off-the-Street Hiring Program- As Illustrated by the FAA
Itself

During the February off-the street announcement for air traffic controllers the FAA acceptedapplications; NO ACTUALLY solicited
APPLICATIONS, from people who had no aviation experience.

That’s odd considering the following announcement for the position of Air Traffic Assistant (ATA) requires a boatload of specific
experience. ATAs are the people that do routine, mundane work assisting controllers do their job.

ATAs do not talk to aircraft and they are never expected to issue control instructions to aircraft. Their pay is about 70 percent
below controllers!

You would think if the FAA is okay with controller candidates having ZERO aviation experience then the same thing should apply to
ATAs applicantssince they are
subordinate to controllers in the job task. If you believe that you think logically. Unfortunately, in the parallel universe of the FAA, where good is bad and dumb is smart, that kind of logical
thinking iswrong.

The FAA will currently accept any work experience for the air traffic controller job (bartender, waitress, bag boy at the corner
grocery, sandwich maker from Subway, etc.) and publically tell you that these are the “BEST QUALIFIED CANDIDATES” but for the ATA job your work experience must be highly-specialized, aviation-related
experience.

Rickie Cannon, the Human Resources (AHR) number two man at the FAA who hasneverworked as a controller, hasno ideaabout the CTI program commitments from
the FAA and isunaware of
legislationregarding
the CTI programs, will actually tell you that aviation experience for the ATC job is unnecessary and the AT-CTI programs create a “barrier.”Of course, none of the FAA’s studies showed
that.

Barrier?? Yeah a barrier to “SAFETY” and “TAX DOLLAR USAGE EFFICIENCY.” Hey Rickie- no one can find your bio or resume anywhere. We
assume (huge, huge, assumption) that you have higher education qualifications than your numerous assistants.

Maybe the BEST QUALIFIED CANDIDATES FOR HR LEADERSHIP JOBS should be hired from the same sources as air traffic control applicants
(off-the-street-corner). Surely Rickie, no matter how much you daydream, you have to understand that YOUR job doesn’t impact safety. Why are the standards
different?

See the FAA’s recent ATA solicitation below. Then compare it to the “new” ATC sham hiring program that Rickie tries, in
vain, to defend.

Candidates must have at least 1 year (52 weeks) of specialized experienceequivalent to the next lower grade or pay band (FV-E or FG/GS-5/6) in the Federal Governmentthat demonstrates knowledge of and skill in the use
of FAA Air Traffic Control procedures.Examples of qualifying specialized experiencemay have been gained in work involving:
(1) Civilian or military aircraft operations work, such as flight instructor, instrument rated pilot, flight engineer or air transport pilot; (2) FAA Certified Dispatcher for an Air Carrier; (3)
Flight Information Expediter involved in determining flight times of airplanes and transmitting information to flight operations and command centers; (4) Civilian or Military Air Traffic Controller;
and (5) Flight Data Processor; (OR) Successful completion of an FAA or Military Air Traffic Control Training Program; (OR) Possession of an FAA Control Tower Operator Certificate.

IMPORTANT: Ensure that your work experience supports your Knowledge, Skills and Abilities (KSA) answers. Your
answers and associated work experience will be evaluated further to validate whether the answers that you selected are appropriate. Answers may be adjusted by a Human Resource Specialist as
appropriate.

VERSUS.....

_________________________________________________

Job Title:Air Traffic Controller

Department:Department Of Transportation

Agency:Federal Aviation Administration

QUALIFICATIONS REQUIRED:

1. Be a United States citizen

2. Start at the FAA Academy no later than your 31st birthday

3. Pass a medical examination

4. Pass a security investigation

5. Have three years ofprogressively responsible work experience,or a Bachelor's degree, or a combination of post-secondary education and work experience that totals three years.

6. Pass the FAA air traffic pre-employment tests

7. Speak English clearly enough to be understood over communications equipment

_________________________________________________

Upcoming :APTMetrics and lil’ Joe struggling to still validate – AFTER THE FACT- the Biographical Questionnaire.

Yep- the very “TEST” they FAA has repeatedly said (lied to Congress about) was validated
ahead of time-

WASN’T PROPERLY VALIDATED at all.

ATTENTION
ACADEMY EN ROUTE INSTRUCTORS

*FAA’S NEW TRAINING SLOGAN:
“MAKE A “SERIOUS EFFORT” TO LEARN THE MATERIAL AND “DO YOUR BEST”

The FAA is well aware that the current failure rate in the En route class is between 30 to 50
percent. This is going to be a problem for them when the new off-the-street hires show up. The FAA has touted this group as the “best and the brightest” in all of their press releases and
they need this particular cohort to excel at the academy to prove their assertion that the new hiring plan is the right way to go. While the new terminal class standard (from Joe Teixeira’s office)
is that the student needs to make a “serious effort” to learn the material and “do their best”- the En route class standard is still a fairly rigid 70 percent cutline with no exceptions. You
will soon be instructed to artificially increase the pass rate.

The FAA knows that if the current En route training classes (who waited 2-3 years for a class date)
are washing out at a 30 to 50 percent rate then the new off-the-street-corner hires will undoubtedly fare worse. To prevent this from happening, your FAA Overlords will soon approach you with
Memorandums, emails and possibly face-to-face briefings to advise you of changes in the grading scheme for the En route classes that are about to arrive in OKC.

Like the Tower instructors who have been told to pass anyone who tries hard, you will soon be
ordered to alter the pass/fail mechanism to artificially boost the success rate. It will be either a reset in grading of tests and simulation exercises or a lowering of the final course cut line
currently at 70 percent.

The goal of the Human Resources, Civil Rights and Training is to get at least 90-95 percent of these
flub-a-dubs through the Academy. That’s why the AT-SAT was “dumbed-down” and the failure rate dropped well below previous failure rates. Human Resources, Civil Rights and Training are intentionally
manipulating the process to portray false success. The only thing that stands in their way is you.

So, when the word comes down from the Ivory Tower in Washington D.C to relax the standards, we need
you to forward any communication you receive to our Tipline. Only with your help can we expose this fraud. Your anonymity is guaranteed. Click the Tipline icon at
the top of this webpage.

The FAA’s “Business
Plan” was being cooked while CTI students waited to be hired as controllers- was to terminate the existing CTI relationship. Veterans are also
screwed by Joe's "plan."

This was being designed by Joe Teixeira and crew for years in secret as he
played the CTI schools.

Bottom line: dry up competition (CTI schools) and commercialize ATC training at a great cost to the taxpayers- yet a great profit to Joe and his cronies- including ex-FAA
officials.

Quick history:First the FAA was caught falsely portraying the “reason” for the change as "lack of diversity" in the CTI programs (until their own EEO-715 Barrier Analysis disproved that
"notion") – then they changed their story to a need to hire the “best quality candidate.” (editorial
note:the FAA has apparently determined the best quality candidate excludes all with aviation experience- and the new
crop of controllers will pass the academy if they give a good effort and try hard to learn the material- HAHAHAHAHA!) Congress nor the public is buying it FAA PR/PIO
gurus.

Congress you have been intentionally lied to; repeatedly and with arrogance.

The FAA is trying to shift training from the CTI schools to “3rd party
partners” to benefit the “friends of Joe foundation.” PAID FOR BY TAXPAYER FUNDS. Billions and billions of dollars of taxpayer funds while casting aside
programs that the FAA recommended strengthening just a few years prior (prior to Joe taking over training and beginning the overthrow).

The first excerpt (risk assumptions) from Joe’s official “friends of Joe”business planthat was briefed to Administrator Huerta a long, long time before the FAA told the CTI schools about the
“new plan” is below.

Yep we have the briefing and lots, lots more-
surprise!!

Dear Administrator Huerta- how much do we need to show before you take care of the
"problem" and come clean?

Extremely Private Note to Sasha- All Others Turn Your Eyes: you might want to brief the Administrator that the gig
is up.

It never really was about diversity or best qualified candidate- was it Joe?

REPORT
AUTHORED ON MAY 7, 2014REJECTED BECAUSE IT SUPPORTED THE CTI SCHOOLS.

CTI STUDENTS
AND GRADUATES FORWARD THIS REPORT TO YOUR CONGRESS PERSON.

*SEE THE May 7th REPORT
BELOW

FLASH…FLASH…FLASH…

NOTE TO WHOEVER IS IN CHARGE AND ALL THE LEGAL EMPLOYEES TRYING TO STEM THE BLEEDING (LYING TO
CONGRESS, NOT REVEALING DATA BEHIND THE BQ, VIOLATING VARIOUS REGULATIONS AND LAWS) DUE TO TEIXEIRA'S ACTIVITIES:

HIS OFFICE WROTE THE DIRECTIVES HE IGNORED- SIGH- TO SCREW OVER THE STUDENTS WHILE MAKING BIG
$$$FOR HIS CRONIES.

FAA ORDERS 8040.4A AND 8000.369A VIOLATED- SEE GUEST ARTICLE
BELOW.

Joe’s move to line the
pockets of his friends – while screwing the taxpayer- did not follow FAA protocol he insists is followed in every other case…

Do As Joe Says- NOT as Joe
Does….

FAA Hypocrisy at its
finest….

Guest Whistleblower Article- Thank you

The FAA has established very clear policies regarding
changes to the US aviation system including training and education that require, before any significant changes occur, that the responsible FAA entity proposing a change conduct a Safety Risk
Assessment (SRA) and produce a Safety Risk Management Document (SRMD) that shows how the FAA entity assessed the risks of any changes that the FAA plans to make. In
advance of making those changes, the FAA must ensure that they have considered and mitigated those safety risks to the maximum extent reasonably possible. The FAA guiding documents
REQUIRE the FAA entity proposing the change to solicit advice and input from all stakeholders that have knowledge and experience and can make recommendations on how to safely
enact the changes while mitigating risks associated with the change.

You would think that something as radical as
discontinuing the hiring of experienced CTI graduates and veterans in favor of high school dropouts might qualify as a change of process and trigger the requirement for a full SRA. A reasonable
person would conclude that there is inherent risk here and the safety risk needs to be assessed.

Ironically, the office that requires all FAA entities
to conduct Safety Risk Assessment is none other than the Office of Safety. Sound familiar? Yes, it’s the office run by Slick JoeTeixeira.

So the big question is did Teixeira and his Office of
Safety conduct the required Safety Risk Assessment before changing the hiring process?The answer is
no.The FAA requires pilots, airman, and business entities to strictly comply with all rules and regulations
or they face severe penalties. There is a zero tolerance policy. Any airman facing a potential investigation for even a minor issue will tell you how jack-booted the FAA is to their
“customer.”Power drunkbureaucratsholding
themselves to a different standard as they pillage the public treasury.

Instead the FAA conducted a Detection Risk Assessment
before the rollout. This is similar to Safety Risk Assessment but with a twist. These geniuses in charge of the training and hiring process huddled in the summer of 2013 to determine how they
would respond when the CTI schools found out (detected) the changes in the hiring process. Instead of developing Safety Risk Mitigation strategies they spent their time
developing stories to tell the CTI institutions and the students when those groups found out (detected) the changes. This laughable process is detailed in internal documents which will be
revealed by ctistudents.com shortly.

Their agreed upon mitigation strategy was to conduct
“open communications” with the affected entities. The first instance of this mitigation strategy was to have a telecon with the CTI institutions on Jan 8th 2014. After reading off a script
for 10 minutes, the telecon devolved into a shameful display of arrogance whereby the FAA managers simply told the audience that all the changes had been fully vetted, all affected parties had been consulted, no one was going to be harmed, everyone would be better off, no
special interest groups had been consulted beforehand, etc., etc., etc. It was a stunning display of arrogance and self-interest. Even more pitiful was that the FAA ostensibly relied on EEO-715
Barrier Analysis, for the change, without even realizing that the Barrier Analysis supported strengthening the relationship between the FAA and CTI schools. The given excuses simply don’t hold water.
The FAA has stalled telling congress what the rationale was apparently at the guidance of legal counsel. Apparently, the lawyers and officials with their hands in the cashbox feel no moral or ethical
impulse to simply tell the truth.

The answer is very clear and apparent. Volumes of
documents and many honorable FAA employees willing to risk their careers know the reason behind Joe’s attempted extermination of the CTI programs. It never really was about “diversity” or the
“better qualified candidate”- it has ALWAYS been about Joe illegally shifting taxpayer dollars to his favored cronies and former FAA officials. He travels with one for several weeks every
year.

A few weeks ago the same FAA yes-men (and women)
reconvened for another “briefing” for the affected stakeholders. This time the gang that couldn’t shoot straight, let alone get their story straight, proclaimed they were unaware of any agreement
between the FAA and the CTI institutions that formally established the AT-CTI Program, they argued that the Outtz Barrier Analysis Report recommended the changes (FALSE STATEMENT),
insisted that the change to the hiring process was not about diversity, and initially stated that they were definitely going to validate the Biographical Questionnaire the next time they use it, then
realizing they had made a really stupid admission of error, insisted that the Biographical Questionnaire used in the February 2014 announcement had in fact been validated but could not identify the
person, entity or office that had actually validated the exam.

So here we have an organization that requires other
people to follow their rules (pilots, airman, organizations, low-level employees) but routinely will ignore the rules (contracting, per diem, personnel, internal ORDERS) when it applies to them. They
violate basic rules of fairness, transparency and law whenever the need arises. They do it often- with arrogance and apparent impunity. And they do so in an environment devoid of honesty, integrity
and morality. There is no system of oversight for FAA upper management officials. No auditing of the illegal behavior that has been brought to their attention.

Students, Schools, Taxpayers and Congress should not
stop until Teixeira and Boone are removed from their positions. The next step will be to fumigate the Offices of Training and Safety, Human Resources and Civil Rights to remove all the residual
cockroaches that helped Teixeira and Boone carry out this shameful act. Playing the “race-card” as cover to the NBCFAE to gain “support” for the attempted termination of the CTI program thereby
eliminating qualified students including a very large percentage of CTI minority students. Then, via the unvalidated Biographical Questionnaire screwing over many, many more minority
applicants.

The relationship between the FAA, the CTI
institutions, the American taxpayer and Congress cannot be repaired until the entire ATO, AHR and ACR have been cleansed of the individuals who perpetrated this fraud on the CTI students, veterans,
the CTI institutions and the taxpayers of the United States. Certain FAA employees routinely ignore Congress, the DOT, GAO, OIG. The FAA administrator has snubbed his nose at Congress as well as the public. Like a drunken pirate, a few dishonorable FAA employees in "leadership" positions continually rape the public trust for personal
gain.

Legislation is needed.
Critically needed. Every day that goes by the cancer grows.

FAA
EMPLOYEES: JOE TEIXEIRA AND DAVID BOONE HAVE BULLIED YOU LONG ENOUGH. PLEASE MAKE SURE
YOU KEEP RECORDS TO SHOW THAT YOU WERE ORDERED TO UNDERTAKE CERTAIN UNETHICAL OR ILLEGAL ACTIONS.

THE REASON TEIXEIRA NEVER
SPEAKS IN PUBLIC NOR SIGNS ANYTHING HIMSELF IS SO HE CAN BLAME YOU WHEN THE FRAUD IS EXPOSED. THE BULLY HAS BEEN EXPOSED.

DON'T FEAR JOE- AS
YOU NOW KNOW-HE IS A LAUGHABLE AND DESPERATE FIGURE.

PLUS:THE STORY BEHIND THE ATSAT- BURYING POOR PERFORMANCE TO GAIN NATCAS SUPPORT- JOE GLAD-HANDS THE CONTROLLER UNION WHILE RIPPING THEM OFF BEHIND THE SCENES. THE FRAUD OF LITTLE JOE
TEIXEIRA CONTINUES…

UND AND ERAU STUDENTS AND
GRADS- BETTER CHECK YOUR SCHOOLS CURRENT BEDFELLOWS. YOU HAVE BEEN THROWN UNDER-THE BUS BY YOUR SCHOOLS.

FLASH…FLASH…FLASH…

Congress: The FAA Has Not Only Lied To The American Public

They Have Intentionally Lied To You.

The recent change wasn’t due to diversity
(as the FAA initially stated); STRIKE ONE

It isn’t about hiring the “best quality candidate”
(as they also said). STRIKE TWO

Ctistudents.com will soon be releasing three documents showing that the FAA
intended to change the hiring process in early 2013.

These documents clearly show that the change was the decision of Joseph
Teixeira, David Boone, and cronies and that thereason was pure self-interest meant to benefit chosen “third-party”
contractors and friends of Joe Teixeira.

FAA ATO (Teixeira's office) conducted risk mitigation on how to
handle the CTI school response and student unrest.

They presented the "business plan" to Huerta who fully backed
it.

They designed a system of shifting costs of training from the student
to the taxpayer while requiring the FAA to reimbursechosen private contractors that “assist them in selecting
candidates."

They lied to the American public and Congress when caught playing the
"race card" as reason for the change.

36 institutions in over 20 states (who had agreements with the FAA)
had their students blown off, personal and capital investments disregarded, thousands of student and veteran dreams crushed, all so certain designated third parties (selected by Joe and the
incestuous ATO office and former FAA employees) could line their pockets with taxpayer dollars.

SHAME ON YOUMICHAEL HUERTAFOR LYING,

SHAME ON YOUJOSEPH TEIXEIRAFOR BEING A GREEDY BUREAUCRAT TRYING TO MAKE YOUR FRIENDS
WEALTHY AT THE EXPENSE OF VETERANS AND STUDENTS,AND

SHAME ON EVERYONE IN THE FAA’S POLICY MAKING FUNCTIONS WHO “NEED TO COME UP
WITH A STORY TO TELL CONGRESS THAT WILL NOT LEAD TO LEGAL EXPOSURE.”

THE FAA’S PR MACHINE COULDN’T FIND AN EXCUSE BEFORE- THESE DOCUMENTS THAT YOU
NOW CAN SEE WILL SHOW HOW DISHONEST THE FAA HAS BEEN TO THE PUBLIC.

NOTE TO CONGRESS:EVERYTHING ELSE YOU’VE HEARD IS A COMPLETE COVER-UP. THESE DOCUMENTS WILL SHOW THE SCAM AS PLANNED HAS BEEN BRIEFED TO MICHAEL HUERTA AND HE IS
SIMPLY ECHOING THE PARTY LINE. ONLY YOU CAN TAKE ACTION TO STOP THIS SCAM.

THANK YOU WHISTLEBLOWERS- YOU ARE PATRIOTS FOR EXPOSING THIS
DISGUSTING FRAUD.

DEAR FAA THEBEST QUALIFIED CANDIDATES? THE FAA ASSERTS THAT ONLY 65% OF
THOSE HIRED (1040 OUT OF 1600) have “some combination of collegiate training initiative (CTI) education, military, or some specific aviation related work history or experience.”
REALLY?

SO 1240 NEW HIRES HAVE NO EXPERIENCE AND YOU PURGED A LIST OF OVER 3,000 THAT
PASSED THE ONLY VALIDATED ATC PREDICTOR (AT-SAT) AND HAD CTI DEGREES- AS WELL AS VETERANS?

__________________________________________________

DEAR EMBRY RIDDLE AND UNIVERSITY
OF NORTH DAKOTA GRADUATES

Does the deafening silence of your schools totally failing to go to bat for
you make you angry?

Well- don’t be concerned, the word is they lined up with Joe T’s chosen
team regarding the upcoming CTC bid.

STUDENTS AT ANY INSTITUTION THAT IS NOT ACTIVELY INVOLVED IN EXPOSING AND
COMPLAINING ABOUT TEIXEIRA'S PERSONAL MONEY-MAKING SCAM SHOULD DEMAND THEIR TUITION BACK AND AN INVESTIGATION BY THEIR SCHOOL ADMINISTRATION.

YOU MAY NOT HAVE BEEN “GUARANTEED A JOB” BUT YOU SHOULD EXPECT YOUR SCHOOL TO
BACK YOU UP WHEN THE FAA PURGED THE CTI POOL. DID YOUR SCHOOL OFFER TO HELP? OR DID THEY SIMPLY TELL YOU THAT THERE NEVER WAS ANY GUARANTEE OF EMPLOYMENT?

THROWING YOU UNDER THE BUS TO ENSURE AN UNINTERRUPTED STREAM OF FUTURE
FAA CONTRACT'S IS DISGUSTING.

Participation Awards now available at the FAA
Academy

Guest Editorial

In the 1980’s there was a concerted social effort to help build self-esteem in
young people. In public schools the grading system was re-considered, with some classrooms getting rid of failing grades. In sports, everyone received a trophy for just showing up. Kids got awards
for being brave enough to step into the batter’s box. The children, it was believed, would perform much better if they only felt better about themselves.

The problem with this line of thinking is that it’s not true. Being rewarded by
your mommy for just getting out of bed in the morning doesn’t reflect reality. That is true everywhere in the world, with the lone exception being the FAA Academy.

The FAA Academy has recently circulated a memo (below) to instructors proclaiming new hires that are undergoing training in
the Tower option will be deemed successful if they make an effort and “try hard” to learn the material. So we have no valid predictor to ensure a modicum of talent, we have the FAA intentionally
purging the ranks of anyone with aviation experience and we have the FAA Academy guaranteeing anyone who shows up at the academy a participation award if they try hard. Yes safety will be
compromised.

This is insane. Instead of getting a Participation Trophy from your soccer coach
you now get a Participation Trophy from the FAA in the form of lifetime employment. Possessing talent and skill are no longer an FAA requirement. Possessing a willingness to show up each day and
somehow stay awake during the sleep-inducing Academy lectures is all that’s necessary to make it to the bigs.

Giving a child a trophy for participation sets an unrealistic expectation about
life. Eventually reality sets in when the child grows up and faces real competition in the workplace. Then their self-esteem is crushed by the demands of the real world where success is measured by
productive output, not by attendance. Your merit is determined by your actions. Not your race, ethnicity or gender.

The only known exception to this rule is at the FAA Academy. If you are lucky
enough to pass the sham FAA Biographical Questionnaire and get at least a 20 on the AT-SAT you will continue to receive a Participation Award bi-weekly for the next 30 years. Hopefully a disaster
won’t result.

Not sure what that means for world’s safest ATC system, only time will tell. What I
do know is this. Making a sacrificial offering at the altar of political correctness might be okay if the
offering is a goat, but sacrificing the lives of the traveling public is a different story altogether. This nonsense has to stop.

Hopefully, common sense will prevail. Someone (perhaps an adult leader) should
engineer a massive reset at the Academy and require students to prove their worth before sending them on to the control facilities around the U.S. It’s not too late.

Don’t worry flying public. With the "new grading system...it is unlikely that any student will
fail ” the FAA’s academy as long as they “make a serious effort to learn the material and do their best.”

MICHAEL HUERTA’S

“BEST QUALIFIED CANDIDATE”

(HAHAHAHAHAHAHA)

SOCIAL ENGINEERING ATC APPLICANT CHECKLIST

þ 18 YEARS OLD

þTHREE YEARS GENERAL WORK EXPERIENCE

þPASS RIGOROUS BIOGRAPHICAL ANALYSIS – WITH A GREEN CHECK MARK

þPASS THE ATSAT WITH A SCORE OF10%OR HIGHER

þSHOULD BE ABLE TO SPEAK ENGLISH BY THE TIME YOU GET TO THE FAA’S “ACADEMY.”

þMAKE A “SERIOUS EFFORT” TO LEARN THE
ATC MATERIAL AND “DO YOUR
BEST” AT THE “ACADEMY.”

**PLEASE NOTE:VETERANS WITH SIGNIFICANT AIR TRAFFIC CONTROL
EXPERIENCE, THOSE WITH AVIATION EXPERIENCE, CFI’S, ATP’S, COMMERCIAL LICENSES, COLLEGE AVIATION DEGREES, CTI CANDIDATES, GRADES EXCEEDING 85% ON THE ONLY VALIDATED AIR TRAFFIC APTITUDE TEST- WILL NOT
BE CONSIDERED BEST QUALIFIED.

FAA REDEFINITION:

FORMER

ACADEMY- a place of study or training in a special field where you must prove your competency in order to pass and be assigned a FAA
Facility.

CURRENT

ACADEMY- a place where you will pass if you make a serious effort to learn the material and do your best.

JOE TEIXEIRA AND DAVID BOONE, ALONG WITH THE REST OF THE GANG, ARE MAKING SURE THE NEXT GENERATION OF AIR
TRAFFIC CONTROLLERS (“BEST QUALIFIED
CANDIDATES”) CONTROLLING THE
AIRPLANEYOUWILL BE FLYING ON:

“PASSED” THE NON VALIDATED BIOGRAPHICAL ANALYSIS (BA);
and

ACHIEVED AT GRADE OF AT LEAST 10% ON THE
VALIDATED ATSAT,

AND BEST OF ALL WILL
BE:

“MAKING A SERIOUS EFFORT TO LEARN THE ATC MATERIAL AND DO THEIR
BEST”

NOTE TO CONGRESS:

*Interesting Facts From The Paid Consultants’ Report of May 7, 2014 Regarding the
FAA’s New Program

* This is the Report commissioned by Joseph Teixeira’s office to take the heat off him. Unfortunately (for Joe and crew), the
consultant told the truth.

1. The consultant reviewed the "Extension to the Barrier Analysis" prepared by APT
Metrics.

As reported early on by ctistudents.com APT Metrics was paid by ATO (air traffic) and NOT AHR (human resources) to develop an “Extension
to The Barrier Analysis” due to the original Barrier Analysis actually supporting the CTI programs. Air Traffic’s Joe Teixeira and David Boone wanted to terminate the CTI programs for
commercial gain and the original Barrier Analysis did not support that. So Joe Teixeira paid his “go-to” contractor (APT Metrics) to do the “work.”

3. There is a lack of transparency about the development and predictability of the tool. Very few
people seem to understand the methodology behind the BA. AHR has restricted briefings on the background and development of the BA, citing advice from the General Counsel 's Office amid concerns of
legal challenges.

AHR has restricted briefings on the background and development of the BA citing advice from the General
Counsel’s Office amid concerns of legal challenges. Note to general counsel’s office- hiding evidence of wrongdoing is a crime. Maybe you should just simply tell the truth- just
like your mom and dad told you before you went to law school.

The same FAA has stated in an email circulated among high-level officials including Sasha Johnson (Huerta’s chief of staff) that
“We have to find a way to address Congressional inquiries without hurting our case when it comes to litigation. “ Again- lying to congress in a no-no.
Lawyers should know this. Five years in prison to help Joe Teixeira and D. Boone pull off a scam and become rich at taxpayers expense? Errrrrrrrr…..might want to rethink this move 10A movers and
shakers.

4. Particularly troubling to most observers is the large number of CTI candidates who were previously qualified, many of whom
hadalready passed the Air Traffic Selection and
Training (AT-SAT) test with high test scores, who were subsequently deemedineligible because of the BA.

You mean they passed the VALIDATED AT-SAT examination and subsequently failed the examination being validated by Joe’s go-to ATP
Metrics?

The BA was an unsecure test- that means any one could take it. There were no
measures (identification requirements, etc.) to verify the person taking the test was the person who signed on to take it. The FAA makes you prove your identity (show photo identification) for every
test- EXCEPT this one- and it is this test that precludes you from employment?

Maybe this is why the FAA legal eagles and HR guru’s don’t want to show what’s behind the curtain.

5. The agency's position is that the BA is an "independent and distinct instrument that measures
characteristics required for success in the academy and through to final controller certification." According to the agency "the BA measures general and ATC-specific work experience, education and
training, work habits, academic and other achievements, specific life experiences, and other factors."

Yet there are several examples (actually thousands) of CTI candidates with outstanding grade point averages, excellent AT-SAT scores,
aviation related work experience and even pilot ratings, who are now ineligible for further consideration.

There are also examples of veteran candidates with recent air traffic control experience who were deemed ineligible.

Worst yet, there are numerous examples of FAA certified professional controllers who surreptitiously took the exam and were
deemedineligible for employment, based upon the BA. (Then they went back to their facilities to work airplanes).

Conversely, there is strong evidence of off-the-street candidates with significantly lower levels of education and experience who were
deemed eligible based upon the BA and were then directed to take the AT-SAT test. (Dear APT- your results are going to be scrutinized by many many people who actually know this “stuff.” Heads-up.
Validating after the test has been administered will lead a nice paper trail).

We don’ think much more needs to be added to this one….

6. Some FAA Employee Associations (NBCFAE) have expressed concern that many very qualified minority
and women candidates, as well as veterans, were deemed ineligible based upon the BA. These are candidates who clearly met eligibility requirements had they not been subjected to the sham
BA.

Just as the Barrier Analysis stated- THE CTI SCHOOL RELATIONSHIP NEEDS TO BE STRENGTHENED.

Many students of all races and genders were intentionally discriminated against by the FAA without any justification at all- except they
perceived that the CTI School’s student population was not black enough.

The CTI Schools have graduated and trained many current controllers of all races. In fact, the black CTI enrollment is over 50% greater
than the civilian workforce population. This provable statistic renders the FAA's assertions baseless.

According to the most recent EEO statistics (2012): the CTI Schools had 57.32% more black students training to be air traffic controllers
than the comparable black civilian labor force, eligible to become air traffic controllers, in 2012. (4.19/7.31 * 100= 57.318).

Many great young adults of all colors, races and both genders were discriminated by this folly designed to destroy the CTI programs all so
Joseph Teixeira could set up commercial training centers through the CTC bid and commercially profit for himself and friends once he retired (shortly we hear).

7.The Barrier Analysis recommended establishing a "multiple hurdle approach" that
was "stringent but defensible". The FAA appears to have missed the mark on this recommendation.

The consultant recommended the FAA reevaluate the utility of the BA as it has been used in the interim hiring process. They also
recommended using a tool that more closely evaluates the skills and abilities necessary to perform air traffic controller tasks.

Instead it looks like Teixeira's "go-to” lackey just got yet another contract to create a new report justifying the FAA’s action. Also
funded by guess who? Joe Teixeira that’s who. Seems every time Joe gets some honest advice he doesn’t like he just commissions a new report- and tries to ignore or bury the one he doesn’t like. Of
course APT Metrics delivered for him on the Barrier Analysis Extension…. NOTE TO JOE:these docs won’t be lost.

8.The consultant report above recommended that the FAA engage in meaningful dialogue
with representatives from the CTI programs, and perhaps other institutions with aviation programs, to determine how best to leverage the education and skills their students gain from attending such
programs.

We (ctistudents.com) recommend that this whole intentional scam be investigated by Congress and the Department of Justice.

We (ctistudents.com) recommend that the 3,000 young people composed of women, minorities, veterans, and people with significant aviation
experience be immediately offered TOL’s and be given academy dates.

We (ctistudents.com) recommend that those responsible for creating this false crisis, starving the field FAA facilities of qualified
applicants, trying to eliminate the only true source of qualified diverse applicants, and sacrificing public safety for personal gain be prosecuted to the fullest extent of the law.

9. AHR cited the need to have "one set of eligibility requirements" as a key element of both
the interim and long term processes. While this is a desirable requirement, past experience has proven this is not a practical approach. Exceptions will continue to be a necessity
in order to reach the desired candidate pools. Examples of such exceptions are: Retired Military Controller, Control Tower Operator, PATCO, and DOD/FAA Reinstatements. Mr. Cannon of AHR
indicated a willingness to consider exceptions as they become necessary and appropriate.NOTE TO RICKIE- YOU'VE BIT OFF MORE THAN YOU CAN CHEW SO DON'T CHOKE ON YOUR
PRIDE. IT'S QUITE OBVIOUS THAT YOU ARE BLIND TO THE PLIGHT OF OTHERS. OPEN YOUR EYES; DON'T LET YOUR SELF-LOVE PREVENT YOU FROM DOING THE RIGHT THING. THE TIME TO CONSIDER EXCEPTIONS IS RIGHT NOW AS
THEY ARE BOTH NECESSARY AND APPROPRIATE TO ENSURE FAIRNESS TO THE CTI STUDENTS. ANY DELAY ON YOUR PART MAY RAISE QUESTIONS AS TO YOUR MOTIVES.

The consultant recommended that CTI program candidates be considered as a separate candidate pool not unlike the aforementioned
categories. (Go back to the way it was).

Thousands of students, graduates, institutions of higher learning, the press and Congress recommend the same thing.

DEAR FAA EMPLOYEES AND CONTRACTORS (APT) MISLEADING CONGRESS AS TO
WHAT HAS OCCURRED: Title 18, United States Code, Section 1001 makes it a crime to: 1) knowingly and willfully; 2) make any materially false, fictitious or fraudulent
statement or representation; 3) in any matter within the jurisdiction of the executive, legislative or judicial branch of the United States.

NOTE TO ALL INVOLVED (EMPLOYEES AND CONTRACTORS)- YOU WILL BE
EXPOSED FOR LYING TO CONGRESS.

WHISTLEBLOWERS:PLEASE KEEP PROVIDING ALL OF
THE INCREDIBLE INFORMATION – YOUR EFFORTS HAVE EXPOSED THE MASS CORRUPTION GOING ON IN THE ATO BRANCH AS WELL AS THE IDENTITY OF HIGH-LEVEL FAA OFFICIALS WHO ARE WILLING TO LIE TO
CONGRESS.

THANK YOU PATRIOTS!!

UPCOMING: MORE AND MORE DOCS SHOWING TEIXEIRA AND COMPANY PENCIL WHIPPING AND CHANGING
DOCUMENTS TO MEET HIS NEED. ALSO, ALTERING FAA ANALYSTS ACCURATE WORK INTO PROPAGANDA TO MISLEAD.

*FAA Lacks the Metrics and Data Needed To Accurately Measure the Outcomes of Its Controller
Productivity Initiatives

*Requested by the Chairmen of the House Committee on Transportation and Infrastructure and its Aviation Subcommittee

Published- July 09, 2014

Summary

The Federal Aviation Administration (FAA) employs more than 15,000 air traffic controllers. Between fiscal years 2000 and 2012, total
air traffic operations in the National Airspace System declined by 23 percent. However, in the same timeframe, the number of air traffic controllers remained relatively constant and controller costs
increased. This has raised concerns about whether controllers are remaining as productive as possible during a period of reduced air traffic.

Since 1998, FAA has implemented 51 initiatives intended to increase controller productivity, reduce operating costs, and
improve training and hiring practices. However, according to FAA, only two of these initiatives resulted in measurable cost savings totaling approximately $4.5 million, while six
initiatives actually increased Agency costs. In addition, FAA has been unable to demonstrate the results of many controller productivity initiatives largely because it has missed opportunities to
assess their effectiveness. Notably, the Agency didnot
establish detailed baseline metrics or quantifiable cost and productivity goals for 43 (84 percent) of its 51 initiatives.In addition, FAA does not systematically collect or analyze controller workforce data to reduce cost or improve
productivity.

“…Overall, a larger proportion of CTI trainees were successful and a smaller proportion
unsuccessful than GP trainees…Simply based on training performance, a preference for CTI graduates over GP applicants at both en route and terminal facilities seems
warranted….”

“…There were a total of 964 new hires… who entered training at an air traffic control facility….Of
those, CTI hires attained CPC status from their first facility at a rate of 74.6%...followed by Military at 70.3%...and General Public at a rate of 44.7%... CTI and Military attained first facility
CPC status at a nearly 65% greater rate than General Public….”

Source:FAA New Hire Training Performance Semi-Annual Report. (This isbefore JT changed the dataand published the final report on July 2, 2014- shame on you Joe)

Note to Joe: Uh oh…Incoming….

We have the other versions of the reports before you changed things in them to meet your
needs.

We’ll publish them shortly to show the blatant manipulation of the actual data by JT and D Boone in order to deceive the
NBCFAE, Congress and the public.

Trouble in Paradise….

And the taxpayer beat down goes on….. FAA plundered of
millions and millions of dollars

TetraTech AMT contracting officer David Keehan bails due to all the “issues”…

Little JoeAwards Another $400,000 to his “go-to” who else: APT METRICS (the barrier analysis
“extension” author (after the barrier analysis supported CTI schools) and alleged validator of the BA now gets a chance to try and justify Joe’s midnight
purge….

Look for the burying of the May 7th Simons report (ummmmm- note to Joe- we have it and it isn't going to be buried like the CTI success and diversity rates were buried by you- ooops) and the display of a new sham
report from Joe’s “go-to” trying to validate the FAA’s actions….

ABSURDITY RECAP

BARRIER ANALYSIS 1-
favors CTI schools…

So Joe…in ATO not AHR pays over a cool million for …

BARRIER ANALYSIS “EXTENSION”-2(editorial note: try finding any other federal agency that ever commissioned an
extension by the FAA- good luck)- Joe uses this to trash CTI schools- yes air traffic Joe- not Human Resources Joe.

REPORT NUMBER 3- May 7,
2014 audit of the FAA’s actions – oooops- supports CTI schools shows FAA screw-ups…. So air traffic, not human resources Joe, commissions another report in a desperate attempt to try and “validate”
his actions.

When instant "validation" is needed- go to APT Metrics and Scott…..

REPORT NUMBER 4- who
wants to bet that APT Validates the FAA’s actions like they “validated” the BQ?

The CTI programs are EXCEEDINGLY diverse. The
approximate 1373 member National Black Coalition of Federal Employees (NBCFAE), which is composed of current members or former members of FAA Human Resources and Civil Rights, was intentionally
mislead by elements in ATO. Discrimination against the CTI programs make no sense.

2.Black CTI school enrollees greatly exceeded the national black civilian labor workforce. In 2012-2013,11.5% of CTI school attendees were Black /African-Americans. According to the FAA AT-CTI schools in 2012-13: of the various races 63.9 percent
were White, 23.7 percent were females, 14.7 percent were Latina/o, 11.5 percent were Black/African-Americans, 5.5 percent were Asians, and less than one percent were of both American Indian/Alaska
Native and Native Hawaiian/Other Pacific Islander. As the total black civilian workforce population is 7.31% there was 4.19% greater number of Black CTI college students than the total
equivalent civilian labor force (11.5 -7.31= 4.19). These statistics come directly from the FAA’s Air Traffic Collegiate Training Initiative (AT-CTI) Partner School Diversity and
Outreach 2012-13 Report and the Federal Aviation Administration (FAA) Annual EEO Program Status Report, December 2012, page 75.

That is, the CTI Schools had 57.32% more black students training to be air traffic controllers than the comparable black civilian labor force, eligible to become air traffic controllers, in 2012. (4.19/7.31 * 100= 57.318). Many students of all races and genders were discriminated against by the
FAA/NBCFAE without any justification at all- except they perceived that the CTI School’s student population wasn’t black enough. In truth, the CTI Schools have graduated and trained many many current
controllers of all races, the black CTI enrollment is over 50% greater than the civilian workforce population, and the FAA's assertions are baseless.

This is why the FAA is now trying to change their “reason” for eliminating the CTI student hire list. Facts are stubborn
and they cannot find a way to manipulate them. Certain elements of the FAA intentionally engaged in discrimination under false pretenses and have been caught. FAA personnel thought by using the
term “diversity” they would not be questioned and that they would be able to blow smoke by educated students.

CONGRESS- THE FAA HAS INTENTIONALLY LIED TO YOU REGARDING PERFORMANCE DIFFERENCE BETWEEN GENERAL PUBLIC AND CTI GRADUATE
PERFORMANCE

*Training Performance at the First
Facility

June 2013

--or JUST 6 months before Teixeira’s attempted destruction of the
CTI program

“A subset of the
data was used to examine training status of CTI and GP trainees. As of February 2013, the majority of CTI and GP trainees had completed training, either successfully or unsuccessfully. Considering
only performance-related outcomes (successful, unsuccessful, or still in training), and across both en route and terminal facilities, 53.1% of CTI and GP trainees were successful and 20.3% were
unsuccessful.However, overall, a larger proportion of CTI
trainees were successful and a smaller proportion unsuccessful than GP trainees…Simply based on training performance, a preference for CTI graduates over GP applicants at both en route and terminal facilities seems
warranted….”

Of the 2103 applicants that “passed” the non-validated Biographical Analysis/Questionnaire

Only approximately 1,500 applicants will be given offer letters

(this includes those that “passed” the only validated air traffic examination the AT-SATby
scoring in the in the teens).

Others fail security, medical, other basic requirements or didn’t even show up to take the new AT-SAT (that was impossible to fail).

Psssst……

Tiny’ Joe- Dirty D…. since no one can understand the logic behind this (except usJ) why don’t you tell Congress, the public, FAA field facilities, the NBCFAE,
and everyone else why you engineered this for personal gain?

The confession of evil works is the first beginning of good works.

**Saint Augustine

**Special Note to Juggalos: Saint Augustine is not a
wine. He was was a philosopher whose writings were very influential in the development of Western philosophy.

Requested by Congress in P.L. 112-95, this new report from the National Academies (outtake
below) assesses the standards used by the Federal Aviation Administration to estimate air traffic controller staffing needs and examines the most cost-effective
approach to staffing that ensures safe operation of the national airspace system.

These briefings were for members of Congress and congressional staff only. The report was publicly released on June 13, 2014
and can be found, in its entirety, on the Web site of theNational Academies
Press.

"FAA has terminated air traffic controller selection research. The committee views this as unfortunate, given the potential
value of such research in identifying (a) relevant skills that may be needed in the long term in the NextGen environment and (b) the skills that allow a controller to succeed at higher-level
facilities.An improved understanding of these matters appears to be critical in planning and executing a staffing plan that minimizes the wasted resources associated
with selecting controllers who fail to qualify."

Document showing JT’s undertaking Human Resources function and using safety and training dollars to “fix” Barrier
Analysis to his liking. Please download above. CommissionsBarrier Analysis
EXTENSION(by John C. Scott of
APTMetrics)and deems Barrier Analysis by James Outtz
unusable.Vets, CTI students of all races and both genders, purposefully
discriminated against by Joe T's band of thugs.

Connection between Joe T's attempt at falsely using race to try and eliminate the CTI schools from
competition.

NOTE TO NBCFAE:Dear NBCFAE please review the EEO statistics and the diversity of the CTI schools. By the way- Joseph Teixeira “buried” the actual statistics. They are even more
astounding than revealed.The school’s student bodies and
graduatesgreatly
exceedevery single relative labor
pool.

Mr. Outtz was correct in stating that the relationship between the FAA and the CTI schools should be strengthened.
Thousands of well-trained and capable minority students have been violated by the "purging “of the list and the attempted destruction of the CTI programs.

NOTE TO C and M: Joe Teixeira played you Ms. Bostick and Ms. Mallory. All for his commercial gain. He wanted to
set-up his outside “friends” to handle ATC training and make lots and lots of taxpayer dollars doing it.

This act has set minority recruitment and RETENTION (young adults being able to certify as controllers)
in the workforce back decades.

SCAM UPDATE ALERT

New Letter- More Members of Congress Ask The DOT Hard (unanswerable) Questions

Congress:Pleasekeep in mind the FAA ALWAYS had the
ability to open a general public off the street bid if they felt more “diverse” candidates were necessary. However, this would NOT have solved Joe’s problem of eliminating “competition” (CTI Schools) with the scam that was being set up. One major problem/truth for
the FAA? The CTI schools have always greatly exceeded minority diversity pools as proved by EEO statistics.

Many, many well qualified minority graduates that would have become successful air traffic controllers (they had the
training to do so and passed the only validated test, the “ATSAT” with high scores) were “purged” off of the list due to Joe Teixeira’s ATC training scam.This directly compromises SAFETY and rips off the taxpayer to the tune of hundreds and hundreds of million of dollars. A few
points:

1.
TheBarrier Analysisactually suggested STRENGTHENING the relationship with the CTI institutions. The Juggalos didn’t like the Barrier Analysis outcome and recommendation because it
could not be used as an excuse to try and terminate the CTI school relationship. This impacted Joe T’s master plane to commercialize ATC training.

2.
TheBarrier Analysis EXTENSION– was commissioned and paid for by Joseph Teixiera (documents up
now- see above). The biased sham EXTENSION gave Joey what he wanted (at a cost of $650,000.00) and was used by Teixeira as pretext to eliminate the CTI hiring
pool.

For ATO to pay for these HR functions (Barrier Analysis Documents/Studies) is beyond telling- it shows the lengths
Teixeira and his chosen commercial vendors would go to to rip off the taxpayer.

For Congress, OMB, DOT/OIG only. All others pay no attention to the notes below.

SPECIAL NOTETO RAYTHEON: You may want to investigate
Little Joe’s intentional destabilization of the ATCOTS contract starting around December 2011. You have been purposefully prevented from fulfilling the contract by the FAA’s Joe Teixeira. Many
documents and witnesses are available to help your cause. He wanted to terminate you so he could channel money to his chosen contractor and personally gain by commercializing ATC training. He is
still plotting this today.

VERY, VERY, SPECIAL NOTE TO OMB, CONGRESS, IG, etc.: Joe Teixeira initiated a policy in 2011 illegally restricting communications with you by ATO
employees who knew of the scams going on. Teixeira instituted a policy that ALL EXTERNAL COMMUNICATION was required to go through correspondence tracker. No external communication with Congress, IG,
OMB, etc. without first clearing it through him or David Boone. Many communications were dead on the vine as this screening has occurred for almost three years. It’s happening TODAY.

CTI
STUDENTS- ON THE QUALIFIED LIST- EVEN IF YOU "TIMED OUT" DUE TO TEIXEIRA AND HIS CREW -THIS IS FOR YOU. ALL GRADS AND STUDENTS PLEASE CONTACT YOUR SENATORS AND HOUSE MEMBERS ASK THEM TO SUPPORT A
BILL TO GIVE THE "PURGED" CANDIDATES PRIORITY PLACEMENT/ REINSTATEMENT.

FAA's New Process for Hiring Air Traffic Controllers.—This past December, the FAA announced that it would begin hiring additional air traffic controllers, and that it would use an entirely new
process to fill those positions. Among its changes, the FAA decided that it would start a new competition, no longer using the list or ``inventory'' of candidates that the agency had reviewed from
prior job announcements; it would open the competition to the general public, whereas the agency had traditionally targeted its announcements to veterans or graduates of schools designed by the FAA
as Collegiate Training Institutes [CTI]; and it would start using a new tool called the biographical questionnaire to screen its candidates.

The Committee understands that the FAA's new hiring policies are necessary to address important shortcomings in the way the agency had been hiring air traffic controllers. The old process did not
appropriately apply veterans' preference law, and it raised barriers against the FAA's ability to hire a diverse group of new air traffic
controllers. The Committee agrees that the FAA, as an agency of the Federal Government, should ensure that its hiring processes are open and fair for everyone.

However, the FAA managed the change to its hiring process poorly. For many, the FAA's announcement was unexpected and came suddenly. The FAA had dedicated several years to research and development
for the new hiring process, and the agency had reached out to a variety of stakeholder groups who could help inform its decisions. Even so, as valuable as this effort was, the FAA never reached out
to key participants in the aviation community, including controller candidates and CTI schools. Instead, the FAA announced its decision in the middle of a school year, issued its next job
announcement immediately, and caused confusion among the very people who needed to navigate the new process. Furthermore, significant questions have been raised now that the FAA has conducted the
biographical questionnaire for the first time. According to the National Air Traffic Controllers Association, who worked closely with the FAA in developing its new hiring process, the agency had
expected about 30 percent of its candidates to advance beyond the biographical questionnaire. Yet, less than 8 percent have advanced beyond the questionnaire this year. Candidates who had applied for
a controller position through a previous job announcement, taken the FAA's technical skills test, and been told that they were considered ``well qualified,'' now find themselves being screened out by
the biographical questionnaire. They are shaken by this experience because they feel that they had already proven their technical abilities, but they are now being screened out by a questionnaire
that asks them, for example, to decide if other people would describe them as a person with great ``drive'' or great ``persistence.'' The FAA has placed great confidence in its new hiring process,
arguing that it will lead to more open and fair competition. The Committee, however, is concerned that confusion about the new process and the role of the biographical questionnaire has detracted
from this year's recruiting effort. The Committee has included a new provision in its bill language to ensure that the FAA's new hiring process truly gives every applicant the ability to compete
openly and fairly for a job as an air traffic controller. This year's process may have been marked by confusion, but the Committee believes that applicants should be held harmless from the FAA's
inability to manage the transition to the new hiring process.

The bill clarifies that any person who held a position on the FAA's
``inventory'' of qualified candidates from previous job announcements can apply for a position as an air traffic controller during fiscal year 2015, even if they turned 31 years old and aged out of
the process during this past year.

In addition, the Committee expects that in the future FAA will consider its partnership with CTI schools more seriously, and invite their input when
contemplating significant policy changes that would affect their students.

Shame on you Joe Teixeira and Michael
Huerta and ANYONE who supports their self-centered actions.

Hurting well qualified kids and VETS for personal gain- compromising safety to line your pockets. Beyond sick. Way
beyond.

SHAME ON ALL OF YOU

THOUGHTS ON LITTLE JOE TEIXEIRA’S REIGN

Over the course of the last several months little productive information has come from the
Agency. It¹s unfortunate that with the recent graduation of the 14 class another round of highly qualified candidates eagerly awaits an opportunity to serve the flying public. It looks like the
agency has chosen an entrenched posture and will allow well over 5000 highly trained and educated potential controller candidates and recently separated military veterans to experience skill decay
and deal with the effects of educational debt while candidates are selected from the street with no educational, military service or aviation related credentials. This continued posture is a far cry
from the agency¹s commitments under the Congressional reauthorization act, GAO and IG mandates of recent years.

Where are Tony Gagliardo and Terry Craft now? It appears these two have been muzzled by Teixeira
and Boone. No word from the FAA from the once vocal program supporters. Were these two just paying lip service while the whole program came off the rails- or have they been silenced by lil
Joe?

35 ERRORSIN ONE ATSAT SCENARIO= PASS

BREAKING BREAKING BREAKING

AS REPORTED BY CTISTUDENTS.COM EARLIER: ATSAT “PASS” SCORE FOR THOSE THAT TOOK BIOGRAPHICAL ANALYSIS (BA)DROPPED TO LESS THAN 20%(VIA
MANIPULATION) IN FAA ATTEMPT TO MAKE BA LOOK VALID.FAA HR AND CAMI WHISTLEBLOWERS
VERIFY.

Students that failed to complete ATSAT given “passing scores” FAA giving offer letters to almost all that “passed”
ATSAT with lower score as Huerta let slip weeks ago.

Congress already asks for BA data- soon for ATSAT data

SPECIAL NOTE TO ANYONE THAT
FLY’S:(THIS INCLUDES JUGGALOS UNLESS ALREADY ON THE “NO FLY” LIST)

Is safety really being compromised by
Teixeira ?

For those who simply don’t believe the FAA would drop the only validated test score into
the teens in a pathetic attempt (after the fact) to “validate” the BA”….

Re: Taken the ATSAT in 2014!!!

Should I be worried if I had 35 procedural errors in one scenario because a lot of planes landed too
fast?

Dated: May 5, 2014

Re: Taken the ATSAT in 2014!!!

LOL
@ is 35 procedural errors bad. Yikes!

Dated: May 23, 2014

Re: Taken the ATSAT in 2014!!!

Should I be worried if I had 35
procedural errors in one scenario because a lot of planes landed too fast?

Senior aviation policymakers in the House have written to the FAA asking the agency for more information about recent changes to
the way applicants for air traffic control jobs are screened.

Late last year, the FAA instituted a new “biographical assessment” as a first barrier of entry for potential controllers, relegating
scores on technical aptitude tests and experience gained through colleges intended to prepare people for a job in air traffic control to a secondary role in the selection process.

The letter, signed by 29 House members including senior Transportation Committee members Frank LoBiondo, Rick Larsen, John Mica, Jeff
Denham and Corrine Brown, notes that potential applicants have “expressed frustrations that they were not told what score was considered ‘passing,’ nor were they provided with their actual ‘score’”
on the new biographical questionnaire.

“It is apparent to us that there is a lack of transparency in the FAA’s interim revised hiring policy,” the group wrote. They then asked
the FAA for a “clear description” of the new hiring process, how the biographical questionnaire was scored, what score is considered passing, how the changes impact people already on the waiting list
for a job, how the FAA decided to make the changes in the first place and what plans it has to revise the hiring process.

They also have asked the FAA to provide all applicants so far their actual scores as well as the score needed to pass, so they have
“usable feedback in order to improve their efforts in the future or make an informed decision about their job aspirations.”

Joe Teixeira the architect behind the attempted dismantling of the CTI programs for commercial gain pays for the “BA Extension” after regular BA states
CTI school relationship should be strengthened not terminated. Used “Extension” to try and refute regular BA.

Pays APTMetrics $650,000.00, for this unrelated air traffic branch function out of air traffic funds, human resources
or civil rights offices did not foot the bill….

This is the same APTMetrics who allegedly "validated" the BA questions...

FAA TOP OFFICIALS CONTINUE TO STATE THAT THE TEST IS VALID – OUTRIGHT MISLEAD CONGRESS AND THE PUBLIC - DESPITE FULL KNOWLEDGEOF BA FLAWS.

BA TEST VIOLATES: The Standards for Educational and Psychological Testing and The Principles for the Validation and Use of Personnel Selection
Procedures. FAA is scrambling to somehow “validate” these tests after they have administered them. FAA HR “requirement” is that the Civil Aeronautical Medical Institute (CAMI) validate employment
tests. APTMetrics- outside entity allegedly “involved” in validation. More coming ……

THANK YOU CAMI AND L’ENFANT FOR REVEALING THIS SCAM TO THE PUBLIC

“We have to find a way to address Congressional inquiries without hurting our case when it comes to litigation”

*Molly R. Harris – FAA Deputy Administrator

DEAR CONGRESS: YOU ARE BEING LIED TO.

REPEATEDLY

IT’S THE FAA’S ONLY GAME PLAN. THEY ARE USED TO HOLDING YOU AT BAY UNTIL THE ISSUE “COOLS.”

__________________________________________________________

*Dear Molly. Maybe you should start with the truth. As a Legislative Assistant for 10 years we would think that honesty with your
former employer would be at the top of your list. Instead you are participating in a cover-up and trying to hide illegal activity from Congress. You're young- right from undergrad to DC. Then
channeled into a high-paid FAA job without any real-world practical experience. Government employees who engage in cover-ups commit crimes. Maybe you've become brainwashed since Michigan. Shame on
you.

__________________________________________________________________

FAA Whistleblowers: Thank you for your continued revelations!!

We get around 50-60 emails tips on the “tips and comments” hotline from various internal FAA sources (DC and New Jersey lead the pack- yet Oklahoma City is not far off)
for every one that is on the “tips and comments” page or other places on the website. For every dishonest person in the FAA there appear to be thousands of great public servants. Students and the
American public thank you for exposing wrongdoing.

We respect your submissions and we will not publish your comments if you instruct us not to. Although the numbers are large we do our best to review the tips as quickly
as we can. Keep in mind- we will not publish material that does not have supporting information. The focus is on corruption and the Veteran and CTI students that the FAA has decided to discard for
the apparent personal gain of a small group of employees and former employees.

We will also publish FAA guest editorials as well as other information gathered from other publications. The first few are below.

Recently, the FAA changed how it recruits candidates for ATC positions, focusing on hiring candidates from its FAA Air Traffic Collegiate Training Initiative (AT-CTI)
program. This may seem logical, but the devil is in the details. Historically, candidates for AT-CTI program were evaluated on their work and educational experience directly related to ATC job
functions, but this is no longer the case. Candidates for the AT-CTI program are now selected on much simpler factors. These include whether they have three years of work experience (any, not
necessarily related to ATC or even aviation jobs), can they speak English and on their completion of a "biographical" survey.

Candidates who historically would have been given credit toward selection based on ATC-related experience or degrees from aviation colleges are now on the same footing
as someone who worked for three years at a fast food restaurant. In essence, experience doesn't seem to matter anymore. Candidates go into a virtual lottery and their biographical survey is the
selection process. And it appears that candidates who are scoring very high on the historical measures for competency (the AT-SAT test) are not getting past the biographical survey. Competency
doesn't seem to be the measure here.

The result is that candidates who are academically qualified aren't getting selected for the FAA AT-CTI program and it appears the washout rate since this change in
hiring practices is increasing rapidly, at the taxpayer's expense, in my view. Candidates who had previously completed collegiate training programs at their own expense are now finding themselves
unqualified based on the biographical survey, leaving their personal investment in training wasted and the cost to train candidates who passed the biographical survey but have no aviation background
to be trained by the FAA at taxpayer’s expense.

This seems backward to me. Estimates of the value of collegiate training programs providing ATC training suggest that it has saved tens of millions of dollars in the
past, but apparently we are throwing that away now. In effect, this makes all of the degree programs offered by collegiate programs null and void. Why would I bother to do a degree in a program
that won't make any difference in whether I get hired?

In the FAA's document "A Plan for the Future: 10-Year Strategy for the Air Traffic Control Workforce 2012-2021" (PDF), the FAA notes that, "Deploying a
well-trained and well-staffed air traffic control workforce plays an essential role..." It is just my opinion, but I have to think hiring candidates who have already had a background of training from
colleges or universities with long standing aviation-related air traffic control programs goes a long way toward fulfilling this goal.

The hiring process portion of the FAA document indicates three major categories of hiring sources. Previous controllers; Air Traffic Collegiate Training Initiative
(AT-CTI) students and, last, the general public. These are specifically identified as individuals who are not required to have prior air traffic control experience. These, however, are the same
applicants who are offered an opportunity to enter the FAA AT-CTI training program. This is where the problem begins.

It appears that applicants from the general public are given the same consideration as applicants who have formal collegiate training in ATC degree programs. In
essence, an applicant to the FAA's AT-CTI training program who has no ATC-related training (but has three years work experience at any job) and an applicant who has a degree in air traffic control
will be given the same chance at being hired. The selection factor that’s then applied is based on a biographical survey the applicants complete, not their applicable training background or skill set
they bring to the job.

I can't help but be concerned that the changes in this selection process will bring negative effects to our aviation infrastructure. Candidates who were previously
motivated to seek out and pay for their own training to become the best-qualified candidates for the FAA AT-CTI program completion have lost that motivation. Their investment in this type of
training only to hope they make it through a biographical survey would be a big gamble. The result is that we will get applicants from the general public with little or no relevant educational
background. The lowest common denominator will get through. I don't think I want the lowest common denominator controlling the aircraft in our nation's airspace. And I don't think I want us spending
taxpayer dollars on a program that has a high washout rate because it didn't select the most qualified candidates to begin with.

Jason Blair is an active FAA Designated Pilot Examiner and CFI who consults on aviation training and regulatory efforts for general aviation
companies

Guest Editorial:

How did we get in the mess we are now in? The one that some in what is now ATO Finance
refer to as “the Big Lie.”

The story goes back to the middle of 2011 when ATO was considering yet another realignment to
“allow it to enhance the quality of service(s) provided to the organization.” Like everything else in the government, there is an acronym for that – BS.

Along about October of 2011, ATO senior management at the time met with the Administrative
groups and with the former comptrollers. The decision had been made that the admin side would unite into a single organization and “share” their services across the ATO. That was not
necessarily so with the Comptrollers. While David Grizzle wanted a single financial organization, Rick Ducharme and the comptrollers were not too sure that made sense. Why did Grizzle
want this? Because that’s how it is done in the private sector business community. (NOTE: anyone who believes the FAA is a “business” or can operate like the private sector deserves to be
allowed to work quietly in a padded office) Conversely, the comptrollers were unanimous that this was a very bad idea. For a while, they were allowed to develop a plan on how they SHOULD
function in the new, “improved” structure. Free rein, if you will, to develop their own business model. The comptrollers spoke with their Vice Presidents and it was clear that they too
did not want to lose the advice and service their Comptrollers provided or the relative safety of having financial expertise at arm’s length within their respective organizations to not only
represent and protect their interests so that Peter would not constantly be robbed to pay Paul, but, figuratively speaking, to keep them out of jail– except for two of them. (Does it really
surprise you that the two just happened to be Big Mike and Little Joey T).

For almost three months, the Comptrollers formulated a proposal and regularly updated Michael
McCormick, who, in a classic example of the Peter Principle, had now been designated to be the VP of Management Services. Mr. McCormick responsible for more the $7B in Operations funds while at
the same time, continuing the campaign with Little Joey T to get financial control away from the organizations and into a holding cell where it could be watched under armed guard.

Finally, on January 8th of 2012, the Comptrollers met with McCormick – to whom, remember, they
had been providing regular progress updates – and briefed their final proposal – almost. Less than 30 seconds in, McCormick stopped the briefing and announced to the
room’s surprise that the Comptrollers had “not done their job; had wasted time and not given him what he wanted."

In hindsight, an interesting and revealing choice of words that now make
sense. Not what McCormick had asked for; not even what he needed to move forward.

Taxpayer Ripoff
Update:Last fiscal year day (September 30, 2013)
Pinochijoe and Dirty D. illegally shift over 4.7
million dollars to Mary McMillan and TetraTech AMT (see
below for more info)- via Task Order 0034. FAA
getsno deliverables (nothing for the money)
for over 7 months and counting, full amount of 2 year
contract paid in advance to co-conspirators. Task Order 0024- Runway Safety another $1,501, 189.17 of taxpayer dollars shifted to Juggalo McMillan and Tech without ANY BENEFIT TO TAXPAYERS. Zero
deliverables to the FAA. Completely illegal. As ATO-1 looks the other way- Eric Rosenkranz (see below) - Juggalo's banker approves the "deals." David Keehan is the contracting
officer...

Eric
Rosencranz:identified as the shill being used by Pinnochijoe and Dirty D Boone-
signs-off on illegal transactions by Juggalo leaders. Allows payments to chosen vendors without any vendor invoices, redirecting funds illegally at Pinnocijoe and Boones
command. Note to H: all of this is illegal. Serious. Google it. Big Note To Eric: we all watch you getting aroused by hanging out with tiny Joe and well nourished Dave. It's pathetic. Please have some respect for yourself. They let you eat lunch with them
because you give them cover. Don't become a McCormick. Save your manhood- and future.

Taxpayer ripoff
alert: Dirty D. Boone scamming the public on full per diem rates for over two
years…as he tries to destroy the training program for commercial gain. "Based" in Indianapolis (sorry to the good people of Indiana) - for per diem purposes- he has a full time position in DC. Huge
overcharges to the taxpayers for over two years. Corpulent and bloated Boone eats at the taxpayer trough- can't get enough taxpayer dollars in his abundant pie
hole. Note to
H: you aren't allowed to have a full time position in
DC and then also collect DC per diem along with costs of travel- 15 flights round trip per year. Approximately 100k per year TAX FREE in addition to his "fat" salary. Even if it were legal to have a "temp. job" in DC - yet relect you lived in Indianapolis- after 30
days the rates are cut to 60%. Serious. Google
it.NOTE to
IRS: This is tax free money that is being scammed by one, of several FAA
officials, on the "Juggalo screw the taxpayer enrichment plan."

Big BIG News Coming for ALL
THE TEAMS regarding the CTC bid. New Program Manager brought in (Errrr…. Pinnochijoe
“yes” man) to steer contract to the Juggalo’s pals- - still looking to Mary McMillan and TetraTech AMT- (and of course Hank, Ross, etc.). We will give you his name within a few
days so when our “predictions” (check our past record) come true the bid protest will be easy (so will the criminal investigation). AND THE NAME IS:

JOE McCARTHY

He's a Pinnocijoe lackey from Safety brought over to screw the honest teams out of the CTC
bid.....

UPDATE: MR. MCCARTHY RESIGNS – WILL NOT PARTICIPATE IN THE SCAM. CONGRATS TO JOE MCCARTHY.

News on Margaret “Peggy”
Landgrover: specific details and testimony of Pinnochijoe lying under oath. Ms.
Landgrover blew the whistle on Dirty D. and Lil Pinnochijoe a while back. Surprise , Surprise the Juggs were engaging in the same behavior. MSPB judge finds (BIG) for Ms. Landgrover – identifies Juggalo chief lil’ Joe as a
perjurer. Of course, FAA looks the other way; allows proven liar and thief to run training and
safety. NOTE TO
10A: This is a different animal- very different. Please Google Honey Badger.
XO Hi Sasha!!

Chris Metts
Update: trying to distance himself from PJ and Dirty D. Concerned about the statute of
limitations for facilitating illegal transfers of program funds and is now keeping a low profile. Dear Chris- thank you for finding your conscience; we are sorry it’s a little to late.
Intentionally creating a safety risk for money is not acceptable for a public servant (outside PJ’s world). We understand PJ promised you and UVU big things once he starved the system of
controllers and created a crisis. Ummm isn’t gonna happen. NOTE TO METTS: May want to pull Eric away- he's drinking too much
of the Juggalo Kool-Aid.

FAA EMPLOYEES LOOKING FOR INTEGRITY AND OVERSIGHT AT L’ENFANT ARE OFTEN HEARD WHISTLING THE CATCHY LITTLE DITTY:

Oh
where Oh where has H. Clay gone, Oh where Oh where
could H. Clay be….

$900,000 of Taxpayer Funds? Well..

You ain’t seen nothing yet:

Dear Congress, DOT OIG, FBI, etc. Please take note of the additional scams (one every day or
so revealing more about PJ, Chris, David, Mary, Ross Lisa (sorry Lisa forgot you on the first go-around) and the gang)….

Pinnochijoe allegedly directed FAA Technical Training to award TetraTech AMT a contract for$4,753,763(# DTFAWA-10C-00007 TO034)and demanded that it was to be fully
funded in advance for the two year life of the contract. David Boone also demanded two year funding. It is highly unusual when a contract is fully funded up front. The immediate question is
why? Can any of the clowns from Team Juggalo explain this unusual transfer of funds?

Two Executives from Tetratech AMT (including Juggalo Mary McMillan), allegedly improperly offered Technical Training
personnel the use of TetraTech AMT personnel to write the government Independent Government Cost Estimate (IGCE) and Statement of Work (SOW), and informed
Technical Training personnel that “we wrote IGCE's and SOWs for all other Safety Contracts we have. We do it to match our own numbers”. Subsequently, Tetratech AMT was notified by FAA
Technical Training personnel that this unethical practice, although allegedly sanctioned by Joseph Teixeira, would be wrong and that Technical Training was fully capable of obeying the law and
preparing it’s own IGCE and SOW as required by both the FAR’s and the FAA Acquisition Management System.

﻿

In addition:

Pinnochijoe allegedly took this task from another company which had expertise in Development of Tech training and gave it to a company with little past performance
in this area. Tetratech AMT lacked both the capability and the expertise to develop technical training

This contract was a two year effort using Operations Funds. As such, it should be funded accordingly with at the minimum two one-year installments. Not fully funded
for two years.

Pinnochijoe and Dirty D demanded that the contract be fully funded for the two-year life of the contract in advance with the expiring FY13 funding. Both of
them ignored numerous emails and notifications that it was illegal to fund this task in such a manner.

Pinnochijoe wanted to make sure that taxpayer funds were provided and fully committed even in the absence of any verifiable proof that the contractual requirement
could or would be met by Tetratech AMT.

Many of the personnel hired by Tetratech AMT, though very well paid, seemed to lack even the basic qualifications required of the tasking. Some submitted resumes
had no technical training expertise but did possess documented experience in real estate, which, to the casual observer has little or no relationship to experience in Technical
Training development.

More to come including:Dear NATCA- PJ played
you regarding lack of funds. Money (lots and lots of taxpayer money) was being drained off to starve the training program and Raytheon’s Contract Instructional Services
activities.

OVERTHROW BY PJ…

VIOLATES CIVIL SERVICE RULES

CURRENT EMPLOYEES REFUSE TO ACCEPT BOONE AND PJ’S DEMANDS THAT
THEY STEER PROJECTS AND FUNDS…

INSTEAD OF INVESTIGATING THE NUMEROUS REPORTS OF CORRUPTION
FAA UPPER MANAGEMENT LOOKS THE OTHER WAY AS THE PLUNDERING CONTINUES…

*NOTE TO TERI BRISTOL:YOU ARE BECOMING COMPLICIT. ALLOWING HONEST EMPLOYEES
TO BE REPLACED BECAUSE THEY WILL NOT COMMIT FRAUD FOR THE JUGGALOS IS NOT "SUPPORTING YOUR TEAM." EVEN IN "FAA MANAGEMENT 101."

**BIG NOTE TO THOSE HOPING FOR A “CLEAN” CTC
BID:CLOSELY FOLLOW
THE ACTIVITIES OF THE GROUP BELOW. THEY ARE ALLEGEDLY IN DC TO STEER THE BID TO PJ’S PALS.

R.Scott Kelley, Acting Group Manager for the Development and Curriculum Group- Colorado Springs (yep… another guy that uses a
first initial like “H. Clay”…enough said)

SALARIES, BENEFITS AND AND PER DIEM COSTS EXCEED 1.5 MILLION YEARLY. JUST A DROP IN THE BUCKET FOR THE JUGGALOS
AND FAA MANAGEMENT WHO “BLESSED” THE PURGING OF A NEW LIST- THE LIST OF EMPLOYEES WHO ARE STANDING UP AND DOING THE RIGHT THING.

FAA EMPLOYEES CONTINUE TO SEND INFORMATION; THE ACTS ARE BEING COMPILED AND REFERRED. TIPS ARE HELD CONFIDENTIAL
UNLESS WE ARE TOLD OTHERWISE.

**BIG, BIG NOTE TO THE NEW BABY JUGGALOS: WHEN DIRTY D OR PJ ASK YOU TO “JUST SIGN OFF ON SOMETHING” READ IT TWICE AND RUN. THE SCAM IS OVER.

JUGGALO ASSISTANCE (“JA”)

12 STEP PROGRAM

*TOTALLY VALIDATED BY APTMETRICS

1. We admitted we were powerless over ripping off taxpayers —our
lives had become unmanageable since we were exposed.

2. We came to believe that a power greater than ourselves, the
criminal justice system, could restore us to sanity.

3. We have made a decision to turn our will and our lives over to the
care of the federal penal system.

4 We have made a searching and
fearless moral inventory of ourselves. If morally bankrupt, proceed to Step 5 (that means you PJ, Dirty D, etc.).

5. We know we must admit to Congress, to ourselves, and to the CTI
institutions the exact nature of our wrongs.

6. We are entirely ready to have Congress and the Justice System
remove all these defects of character (and all characters with defects).

7. We have made a list of all persons we had harmed,
and became willing to make amends to them (i.e. - hire those CTI graduates wrongfully discriminated against through our secret,
self-enrichment scheme- and pay millions and millions back to the taxpayers).

8. We will make direct amends to such people wherever possible,
except when to do so would injure them or others.

9. We will continue to take personal inventory, and when we are
wrong, will promptly admit it.

10. We sought through secret Juggalo meetings to improve our
relationship with the taxpayer and Congress, praying only for administrative FAA penalties rather than criminal referrals.

11. We have had a spiritual awakening as a result of being exposed,
and the fear of criminal prosecution, as such we tried to carry this message to other fraudsters.

12. We will make a covenant to never lie, cheat or steal
again.

*DEAR JUGGALOS-a group of very concerned CTI
students took what funds we had, after paying off our student loans, and hired some of our parents to help with your illness. Please note we only want the best assistance possible and want to help
the most diverse group of Juggalo applicants. To make sure we achieved our goals the JA is professionally validated. We can’t tell you how but rest assured it is completely
fair.

New ATO-1 Teri Bristol tasked with internal FAA damage control. Memo is written telling FAA how to "answer" public questions. Same old shell game. We guess you aren't going to clean up the mess Teri. Shame on you.

One of the Chief Juggalos, insane clown Michael McCormick (who was part of the CTI Telecon scam) was defending the process internally yesterday on an FAA Supcom
(Supervisory Communication Telecon). Of course, all of the FAA field managers were laughing at Joe's Stepford mouthpiece.

NOTE TO FAA UPPER MANAGEMENT:The field NEEDS qualified applicants (including CTI's and
veterans). Please stop embarrasing yourself by having hack McCormick give grandiose and grossly unrealistic propaganda broadcasts to the field facilities. He sounds like
exactly like "Baghdad Bob."

Teri's Cover Up Email:

FAA ATO-1 (JT's) "boss" Covering For The Juggalos... Memo Here

In Order to recruit a “BETTER QUALIFIED CANDIDATE”
……BAHAHAHAHAHAH

"REDUCE COSTS ASSOCIATED WITH TRAINING " so we purge a list of over 3,000 CTI
graduates who passed the AT-SAT (at little costs to the government) - everyone knows someone with no aviation experience is LESS costly to train than a veteran with a CTI degree....